The structured interview's resistance to gender discrimination under cognitive load

Kith, Sulan; Cassidy, Scott A.; Powell, Deborah M.

doi:10.1111/ijsa.12361

Cited by 6 publications

(5 citation statements)

References 71 publications

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“…It is possible that these components of structure were sufficient to diminish any advantage of self-promotion for men. Indeed, past research has found that structured interviews are fairly resistant to gender bias (Alonso et al, 2017; Kith et al, 2022; Pogrebtsova et al, 2020) overall; it appears that structure may also make the interview more resistant to differential effects of self-promotion tactics.…”

Section: Discussionmentioning

confidence: 99%

Self-Promotion in the Structured Interview – No Evidence of Differential Effects for Men and Women

Teja

Powell

Hing

et al. 2023

Journal of Personnel Psychology

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Abstract. During employment interviews, candidates often use impression management tactics to influence how they are perceived by the interviewer. Previous research suggests that certain impression management tactics, specifically self-promotion, may work more successfully for men than for women, which is problematic as it can result in hiring discrimination against women. In this registered report, we used an experimental design ( N = 831) to examine gender differences in the success of self-promotion tactics and whether using a structured rating process can mitigate this effect. However, our results did not replicate the pattern of effects found in previous studies; the interaction of gender and self-promotion was not significant. These findings support previous research, which found that structured interviews are resistant to gender bias.

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Section: Discussionmentioning

confidence: 99%

Self-Promotion in the Structured Interview – No Evidence of Differential Effects for Men and Women

Teja

Powell

Hing

et al. 2023

Journal of Personnel Psychology

Self Cite

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“…Previous studies have found little or no gender bias in recruitment contexts when structured interviews or structured employment references are used [ 32 , 33 , 37 ]. The lack of variation in competence ratings and hiring decisions across targets in the studies presented here might be due to the structured information that participants received.…”

Section: Discussionmentioning

confidence: 99%

Religious affiliation seldom seems to influence hiring or competence ratings of job applicants: studies conducted in Sweden and in the USA

2022

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Background Religion is an important ingroup characteristic for many people. For different reasons, people with different religious affiliations might prefer members of their religious outgroup. Previous studies have investigated perceptions of and behaviour toward religious ingroup and outgroup members in various contexts. The four studies presented here investigated whether competence and likeability ratings differ depending on the target’s and participant’s religious affiliations in a recruitment context. Two studies were conducted in Sweden, while the other two were conducted in the USA. Methods Participants in 4 studies rated a Christian, Muslim or atheist job applicant and a control applicant on 4 competence and 3 likeability items on 7-point Likert scales. The difference in ratings between the target applicant and control applicant was used to measure perceived competence and likeability of the target applicant. In the two latter studies, one in Sweden and one in the USA, participants also chose to hire either the target or the control applicant. Results Overall, participants in three studies rated control applicants as more likeable than target applicants. In the two US studies, targets were also rated as less competent than control applicants. Christian participants in the two US studies rated the Christian applicant as more likeable than both other targets. In the second US study, atheist participants rated Christians as less likeable than both other targets. In one of the Swedish studies, atheist participants rated the atheist applicant as more likeable than both other targets. The only significant difference in competence ratings between targets was made by Christian Swedes, who rated Muslim applicants as less competent than Christian applicants. The only significant difference in hiring decisions was that Swedish atheist participants hired Christians less often than they hired control applicants. Conclusion Together, the results suggest that job applicants are sometimes viewed as more likeable if they belong to a religious ingroup rather than a religious outgroup, but that this only rarely translate to significant differences in competence ratings or hiring decisions.

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“…Traditional FTF interviews are highly beneficial in gathering additional job‐relevant information beyond a resume about candidates during the selection process, in order to make judgments of employment suitability (Huffcutt & Arthur, 1994; Schmidt & Hunter, 1998). In addition, structured interview formats are relatively resistant to many types of biases, such a similarity between the applicant and interviewer in terms of gender or race/ethnicity (Kith et al, 2022; Levashina et al, 2014; McCarthy et al, 2010; Pogrebtsova et al, 2020). Technology‐mediated interviews like AVIs can offer improved efficiency for the initial screening process, particularly for positions with numerous applicants and/or with geographic challenges, such as when hiring out of region/country.…”

Section: Introductionmentioning

confidence: 99%

Examining discrimination in asynchronous video interviews: Does cultural distance based on country‐of‐origin matter?

Arseneault

Roulin

2023

Applied Psychology

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We conducted two studies to investigate how cultural differences based on country of origin influence the selection process in an asynchronous video interview (AVI) context. We drew upon the GLOBE cultural value dimensions and individual measures of prejudice to examine if raters evaluate job applicants who are more culturally dissimilar to them more negatively than culturally similar applicants. Professionals with hiring experience from the United Kingdom were recruited via the Prolific platform and asked to watch and evaluate pre‐recorded video responses from five culturally diverse applicants. Results across both studies were only somewhat consistent with the GLOBE framework. For instance, raters did demonstrate a strong preference for Canadian and South African interviewees over other countries. Right‐wing authoritarianism and social dominance orientation were non‐significant in moderating how evaluations were assigned; however, ethnocentrism levels did modestly impact evaluations in Study 2. This research is the first to investigate how cultural factors can impact the selection process in an AVI context. As the number of organizations that rely on virtual interviews increases and globalization makes it likely for applicants and interviewers to be from different cultural backgrounds, our research is highly relevant in understanding the impact of these elements on hiring decisions.

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The structured interview's resistance to gender discrimination under cognitive load

Cited by 6 publications

References 71 publications

Self-Promotion in the Structured Interview – No Evidence of Differential Effects for Men and Women

Self-Promotion in the Structured Interview – No Evidence of Differential Effects for Men and Women

Religious affiliation seldom seems to influence hiring or competence ratings of job applicants: studies conducted in Sweden and in the USA

Examining discrimination in asynchronous video interviews: Does cultural distance based on country‐of‐origin matter?

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