2006
DOI: 10.1007/s10672-006-9014-y
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The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities

Abstract: Research shows that the traditional job interview is a poor indication of a candidate's potential. However, when employers structure the interview process, they are more effective at predicting success, forming consistent evaluations, and reducing discrimination. The current study tested whether the structured interview also serves to reduce biases involved in interviewing applicants who have a physical disability. In the non-structured interview, results showed that there was a leniency bias, where raters eva… Show more

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Cited by 27 publications
(16 citation statements)
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“…Because of this, we suggest that it may be possible to reduce the negative effects of implicit gender stereotypes when job interviews are structured and evaluation criteria are highly specified. This recommendation would be consistent with research showing that bias against individuals from different disadvantaged groups (overweight individuals, individuals with physical disabilities, pregnant women) was reduced in structured job interviews (Bragger, Kutcher, Morgan, & Firth, 2002;Brecher, Bragger, & Kutcher, 2006;Kutcher & Bragger, 2004).…”
Section: Practice Implicationssupporting
confidence: 82%
“…Because of this, we suggest that it may be possible to reduce the negative effects of implicit gender stereotypes when job interviews are structured and evaluation criteria are highly specified. This recommendation would be consistent with research showing that bias against individuals from different disadvantaged groups (overweight individuals, individuals with physical disabilities, pregnant women) was reduced in structured job interviews (Bragger, Kutcher, Morgan, & Firth, 2002;Brecher, Bragger, & Kutcher, 2006;Kutcher & Bragger, 2004).…”
Section: Practice Implicationssupporting
confidence: 82%
“…Thus, it is not biases alone that place hurdles at every step of the recruitment and selection process (cf. Stone and Williams 1997;Miceli, Harvey and Buckley 2001;Brecher, Bragger and Kutcher 2006). It is likely that if the macrosocietal context is not directly encouraging of inclusivity, profit-seeking organizations will only minimally go out of their way to be inclusive inside their organizations, and utmost they might do social work external to the organization.…”
Section: The International Journal Of Human Resource Management 1559mentioning
confidence: 99%
“…For example, structured interviews have been shown to reduce bias and stereotyping in interviewer ratings of PWDs (Brecher et al 2006). Brecher et al (2006) recommend structuring job interviews by: basing questions on the job analysis, having multiple interviewers, having interviewers take notes, asking behavioral and situational questions, and having behaviorally anchored rating scales for interview answers (p. 165).…”
Section: Questions Organizations Need To Considermentioning
confidence: 99%