Often biased but rarely in doubt: How initial reactions to stigmatized applicants affect interviewer confidence

Buijsrogge, Alexander; Derous, Eva; Duyck, Wouter

doi:10.1080/08959285.2016.1165225

Cited by 13 publications

(16 citation statements)

References 75 publications

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“…Anti-discrimination regulations have not prevented bias in resume screening; therefore AAP are offered to combat illegal discriminatory hiring practices ( Åslund and Skans, 2012 ). AAP like blind auditions ( Goldin and Rouse, 2000 ), blind interviewing ( Buijsrogge et al, 2016 ), and anonymous resume screening ( Åslund and Skans, 2012 ), aim to blot non-job-related, personal identifiers (like socio-demographic information) to increase protected job applicants’ chances of advancing to the next assessment stage, and hence, to increase their hiring chances. Intriguingly, however, results of AAP are mixed.…”

Section: Introductionmentioning

confidence: 99%

Implicit Age Cues in Resumes: Subtle Effects on Hiring Discrimination

Derous

Decoster

2017

Front. Psychol.

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Anonymous resume screening, as assumed, does not dissuade age discriminatory effects. Building on job market signaling theory, this study investigated whether older applicants may benefit from concealing explicitly mentioned age signals on their resumes (date of birth) or whether more implicit/subtle age cues on resumes (older-sounding names/old-fashioned extracurricular activities) may lower older applicants’ hirability ratings. An experimental study among 610 HR professionals using a mixed factorial design showed hiring discrimination of older applicants based on implicit age cues in resumes. This effect was more pronounced for older raters. Concealing one’s date of birth led to overall lower ratings. Study findings add to the limited knowledge on the effects of implicit age cues on hiring discrimination in resume screening and the usefulness of anonymous resume screening in the context of age. Implications for research and practice are discussed.

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Section: Introductionmentioning

confidence: 99%

Implicit Age Cues in Resumes: Subtle Effects on Hiring Discrimination

Derous

Decoster

2017

Front. Psychol.

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“…Anonymous application procedures such as blind auditions (Goldin & Rouse, ), blind interviewing (Buijsrogge, Derous, & Duyck, ), anonymous resume screening (Åslund & Skans, ), or “whitened” resumes (Kang et al, ) aim to combat illegal discrimination by blotting or concealing personal identifiers. Although blind auditions and interviewing have been found to be effective, studies on anonymous resume screening have shown positive (Åslund & Skans, ; Kang et al, ), null, or even negative effects (Behaghel, Crépon, & Le Barbanchon, ; Hiscox et al, ; Krause, Rinne, & Zimmermann, ).…”

Section: Interventions To Avert Biased Resume Screeningmentioning

confidence: 99%

“…Anonymous application procedures such as blind auditions (Goldin & Rouse, 2000), blind interviewing (Buijsrogge, Derous, & Duyck, 2016), anonymous resume screening (Åslund & Skans, 2012), or "whitened" 4 resumes (Kang et al, 2016) Hiscox et al, 2017;Krause, Rinne, & Zimmermann, 2012). The French government, therefore, decided to abandon the idea of making anonymous resume screening mandatory in the recruitment procedures of their public employment services (Behaghel et al, 2015).…”

Section: Anonymisationmentioning

confidence: 99%

When your resume is (not) turning you down: Modelling ethnic bias in resume screening

Derous

Ryan

2018

Human Res Mgmt Journal

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Resume screening is the first hurdle applicants typically face when they apply for a job. Despite the many empirical studies showing bias at the resume‐screening stage, fairness at this funnelling stage has not been reviewed systematically. In this paper, a three‐stage model of biased resume screening is presented. We first discuss relevant theoretical perspectives (e.g., job market signalling and impression formation theories) to explain why resume screening is vulnerable to biased decision‐making and ethnic discrimination in particular. On the basis of the best available evidence, we consider contingencies of ethnic discrimination in the applicant, the decision‐maker, and the broader context (e.g., organisation), as well as the effectiveness of interventions that might counter ethnic bias in resume screening. The paper ends with a critical agenda for further research and practice.

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“…Technology-mediated interviews can be cognitively taxing in that they require interviewers to assess applicants, gain information about applicants, sell their organization, and make important decisions while trying not be distracted by the picture of the applicant's face on the video (Horn & Behrend, 2017). At the same time, interviewers might also be concerned with how they appear to applicants, especially in situations in which the applicant has a facial stigma (e.g., port-wine stain; Buijsrogge et al, 2016). Stigmatized individuals elicit perceivers to feel discomfort, anxiety, and threat (Blascovich et al, 2002), and people often stare at a facial stigma in formal and casual interactions (Bonanno & Esmaeli, 2012;Masnari et al, 2012;Madera, 2016;Wali & Regmi, 2016).…”

Section: Facial Stigmas In the Interview Contextmentioning

confidence: 99%