La prise en compte des fautes d’orthographe dans les dossiers de candidature par les recruteurs : une étude empirique par la méthode des protocoles verbaux

Abstract

La reproduction ou représentation de cet article, notamment par photocopie, n'est autorisée que dans les limites des conditions générales d'utilisation du site ou, le cas échéant, des conditions générales de la licence souscrite par votre établissement. Toute autre reproduction ou représentation, en tout ou partie, sous quelque forme et de quelque manière que ce soit, est interdite sauf accord préalable et écrit de l'éditeur, en dehors des cas prévus par la législation en vigueur en France. Il est précisé que son stockage dans une base de données est également interdit. Powered by TCPDF (www.tcpdf.org) @GRH • 14/2015 74 Mots-clésOrthographe, recrutement, attributions, méthode des protocoles verbaux, analyse lexi cale, analyse thématique. AbstractThe use of writing is intensive in organizations, that is why they consider spelling abilities as very important. But employees do not always meet this demand: spelling errors are common in professional writing. These deficiencies generate negative consequences for organizations: they are expensive, decrease employees productivity, affect the image of the organization, customer confidence and their buying intentions. During the phase of application forms' screening, recruiters build their first impression about the applicant's spelling skills. Several studies showed that application forms and résumés that contain spelling errors can lead up recruiters to make some attributions about applicants' skills and personality traits. This article is dedicated to highlight these attributions in a franco phone context. We have contacted professional recruiters (N = 20), proposing them to assess fictive resumes and cover letters, differing by the presence and the quantity of spelling errors. Then we have collected their reactions using the method of verbal pro tocols. After that, we analyzed them with both lexical and thematic analysis. Our results show that specific glossaries related to faulty forms indicate attributions exceeding writ ten communication skills. The thematic analysis allows the emergence of new inferences made by recruiters.

Do Employers Forgive Applicants’ Bad Spelling in Résumés?

“…Employers from other countries might have different attitudes and behaviors when they are judging spelling errors in a recruitment process. A recent study (Martin-Lacroux, 2015) concluded that French recruiters make specific attributions (e.g., lack of politeness, dyslexia, or lack of respect) when they are facing spelling errors. These attributions are not the same as those made by participants in previous studies conducted in the United States (e.g., lack of professionalism, lower intellectual ability; see Carr & Stefaniak, 2012; Kreiner et al, 2002).…”