Mind the ad: How personality requirements affect older and younger job seekers' job attraction

Koçak, Aylin; Rooman, Claudia; Duyck, Wouter; Derous, Eva

doi:10.1111/joop.12396

Cited by 6 publications

(5 citation statements)

References 79 publications

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“…The present anticipated chilly climate measure could be further adapted to capture the anticipated devaluation, marginalisation and perceptions of unequal relational demography in organisations as seen by jobseekers from diverse minority groups. This is important as other attributes of minority groups may be conveyed in the language used in job ads (Koçak et al. , 2022) and influence the perceptions of anticipated chilly climate for these groups.…”

Section: Discussionmentioning

confidence: 99%

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Anticipated chilly climate for women: the development and validation of a measure

Puncheva-Michelotti,

Hudson,

Hennekam

2024

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PurposeThis study develops a measure of anticipated chilly climate for women and provides initial evidence of its validity.Design/methodology/approachWe draw on three studies. Study 1 consisted of three focus groups to gain deeper insights into the meaning of the concept for prospective female jobseekers and generate scale items. In Study 2, we pre-tested job post vignettes (N = 203), refined the scale items and explored the factor structure (N = 136). Study 3 aimed to determine the convergent and discriminant validity of the new scale (N = 224) by testing its relationships with organisational attractiveness, person-organisation fit perceptions and gendered language.FindingsThe results show that the anticipated chilly climate is an important concept with implications for applicants’ career decision-making and career growth in the technology industry, where women tend to be underrepresented. Perceptions of anticipated chilly climate comprise expectations of devaluation, marginalisation and exclusion from the prospective employment. The masculine stereotypes embedded in the language of the job posts signalled a chilly climate for both genders, negatively affecting perceptions of fit and organisational attractiveness.Originality/valueMost previous studies have focussed on the actual experiences of chilly climates in organisations. We extend this body of literature to anticipatory climates and draw on social identity threat theory and signalling theory to highlight that job applicants make inferences about the climate they expect to find based on job ads. Specifically, they may anticipate a chilly climate based on cues from job ads signalling masculine stereotypes. Whilst the literature has emphasised women’s perceptions of chilly climates within organisations, our results show that both genders anticipate chilly climates with detrimental consequences for both organisations and prospective job applications.

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Section: Discussionmentioning

confidence: 99%

“…Anticipated climate is important as not all individuals feel that they will be automatically valued and included in an organisation (Avery et al ., 2013; Koçak et al ., 2022). These perceptions, in turn are likely to influence job and career decisions, particularly in fields and positions where women are underrepresented.…”

Section: Introductionmentioning

confidence: 99%

Anticipated chilly climate for women: the development and validation of a measure

Puncheva-Michelotti,

Hudson,

Hennekam

2024

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“…Job seekers from underrepresented groups may be dissuaded from pursuing vacancies in one of two ways. Firstly, by responding to the presence of non-inclusive or biased language in advertisements which is taken as a signal of potential discrimination, or perhaps which activates negative meta-stereotypes (beliefs about the negative stereotypes society holds about one's group) (Koçak et al, 2022). Secondly, through the absence of cues that signal inclusivity which negatively impacts feeling of belongingness or raises doubts about the desirability of the work environment.…”

Section: Indirect Discrimination Supply-side Characteristics and Stat...mentioning

confidence: 99%

What adds to job ads? The impact of equality and diversity information on organizational attraction in minority and majority ethnic groups

Heath

Carlsson

Agerström

2023

J Occupat & Organ Psyc

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Prior research suggests that job search activities of underrepresented groups are sensitive to diversity cues in recruitment materials, but less is known about the impact of different types of cues. Despite widespread use, employment equality monitoring (EM), or data collection on legally protected characteristics (like gender or ethnic background), has received scant empirical attention. Two experiments used fictitious job advertisements to examine the effects of a strong equality/diversity/inclusion (EDI) value statement and descriptions of EM use by employers. In Study 1, we found that advertisements containing an EDI statement and a statement of EM together produced the highest ratings of organizational prestige, and, in minority respondents, stronger job‐pursuit intentions. Study 2 examined various framing conditions of EM using a between‐subjects design. The inclusion of any EDI information was positively received, but minority ethnicity respondents were less positive when an EM statement was provided without an explanation for why it is done. The practical implications are that both value statements and EM information together could help increase attraction among jobseekers from underrepresented groups, with potential to contribute to diversity branding. However, minority groups are still sceptical of employer EDI credibility and employers must do more than talk the talk.

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“…In general, such an approach can be challenging because, as noted above, applicants tend to be relatively more attracted to organisations where they expect to encounter similar others (Devendorf and Highhouse 2008). Nonetheless, research in targeted recruitment strategies is emerging that may contribute to an increase in employee diversity, with recent studies investigating the effects of messaging and recruiter characteristics on the attraction of mature, female and ethnic minority workers (Hentschel, Braun et al 2021;Koçak, Derous et al 2022a;Koçak, Rooman et al 2022b;Newman and Lyon 2009;Wille and Derous 2017;Wille and Derous 2018).…”

Section: Diversifying and Targeting Recruitment To Expand The Pool Of...mentioning

confidence: 99%

Investigative panel into building and retaining and effective homelessness sector workforce

James,

D. Dunlop,

Gilbert

et al. 2023

AHURI Final Report

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AHURIAHURI is a national independent research network with an expert not-for-profit research management company, AHURI Limited, at its centre. AHURI's mission is to deliver high quality research that influences policy development and practice change to improve the housing and urban environments of all Australians.Using high quality, independent evidence and through active, managed engagement, AHURI works to inform the policies and practices of governments and the housing and urban development industries, and stimulate debate in the broader Australian community. AHURI undertakes evidence-based policy development on a range of priority policy topics that are of interest to our audience groups, including housing and labour markets, urban growth and renewal, planning and infrastructure development, housing supply and affordability, homelessness, economic productivity, and social cohesion and wellbeing. AHURI journalAHURI Final Report journal series is a refereed series presenting the results of original research to a diverse readership of policy makers, researchers and practitioners. Peer review statementAn objective assessment of reports published in the AHURI journal series by carefully selected experts in the field ensures that material published is of the highest quality. The AHURI journal series employs a double-blind peer review of the full report, where anonymity is strictly observed between authors and referees.

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Mind the ad: How personality requirements affect older and younger job seekers' job attraction

Abstract: Age discrimination may explain lower labour market chances of older and younger job seekers. What remains underresearched, however, is how older/younger job seekers might self-select out from early recruitment procedures due to stigmatizing information in job ads. Building on theories

Cited by 6 publications

References 79 publications

Anticipated chilly climate for women: the development and validation of a measure

Anticipated chilly climate for women: the development and validation of a measure

What adds to job ads? The impact of equality and diversity information on organizational attraction in minority and majority ethnic groups

Investigative panel into building and retaining and effective homelessness sector workforce

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