The power of the unexpected: Prediction errors enhance stereotype-based learning

Impression formation of majority and minority applicants during resume screening—Does processing more information reduce prejudice?

“…Hence, when evaluating a minority applicant, any piece of positive information might be seen as stereotype‐inconsistent. Information that counters stereotypical expectations, in turn, is more salient and surprising, which causes a shift in attention towards this information (Falbén et al, 2023; Wigboldus et al, 2005). More specifically, this process could lead to allocate attention from a person's group membership to individual attributes, which consequently might have a greater effect on impression formation (Fiske & Neuberg, 1990).…”

“…However, it also seems possible that the snippet‐by‐snippet presentation style guides one's attention, such that attention varies less across the different pieces of information than it would if all information is presented at once. This, in turn, could benefit majority candidates, since positive information is less salient for majority (compared to minority) members, and therefore typically receives less attention (Falbén et al, 2023). Interestingly, attempts to make hiring procedures more objective seem to become more common in practice (Netherlands Organization for Applied Scientific Research [TNO], 2024), which could indicate that real life hiring processes move towards more structured approaches to reviewing resumes.…”