Video résumés portrayed: findings and challenges

Recent technological developments and the increased use of internet-based applications have resulted in the emergence of so-called video résumés. This chapter first presents the characteristics of video résumés as a selection instrument by comparing the instrument with other, related selection tools, like the job interview. The chapter proceeds with a review of existing research on video résumés and ends with an agenda for future research

When job ads turn you down : how requirements in job ads may stop instead of attract highly qualified women

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Documenting the adverse impact of resume screening: degree of ethnic identification matters

We investigated adverse impact of resume screening taking into account the intersectionality of minority characteristics. A correspondence audit test showed hiring discrimination depended on the strength of applicants’ ethnic identification. The odds for rejection were 4-6 times higher for resumes with ethnic minority identifiers (Arab names; Arab affiliations) when compared to ethnic majority identifiers (Dutch names; Dutch affiliations). Sex moderated the ethnicity effect but the particular effect (ethnic prominence; double jeopardy against females or males) depended on the type and degree of ethnic identification, lending support for a within-category approach to study ethnic prejudice. The four-fifths rule resulted in similar findings. Theoretical implications regarding the intersectional effects of minority characteristics and practical implications regarding ways to avert adverse impact during resume-screening are discussed

Ethnic Minorities’ Impression Management in the Interview: Helping or Hindering?

Cross-cultural impression management (IM) has not been considered much, which is remarkable given the fast rate at which the labor market is becoming multicultural. This study investigated whether ethnic minorities and majorities differed in their preference for IM-tactics and how this affected ethnic minorities’ interview outcomes. A preliminary study (focus groups/survey) showed that ethnic minorities (i.e., Arab/Moroccans) preferred ‘entitlements’ whereas majorities (i.e., Flemish/Belgians) preferred ‘opinion conformity’ as IM-tactics. An experimental follow-up study among 163 ethnic majority raters showed no main effect of IM-tactics on interview ratings. Ethnic minorities’ use of IM-tactics only affected interview ratings if rater characteristics were considered. Specifically, interview ratings were higher when ethnic minorities used opinion conformity (i.e., majority-preferred IM-tactic) and lower when minorities used entitlements (i.e., minority-preferred IM-tactic) if recruiters were high in social dominance orientation, and when they felt more experienced/proficient with interviewing. IM-tactics are a human capital factor that might help applicants to increase their job chances on the labor market. It is concluded that ethnic minority applicants’ preferences for certain IM-tactics might lead to bias even in structured interview settings, but that this depends on ethnic majority recruiters’ interview experience and ingroup/outgroup attitudes. Implications for research and practice are discussed

Implicit age cues in resumes : subtle effects on hiring discrimination

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

‘Going implicit’: using implicit measures in organizations

Implicit tests are increasingly being used and discussed in the field of Industrial-Organizational psychology. Despite their growing popularity, little is known about the types of implicit tests that exist, how they operationalize constructs, and how to improve their usefulness to predict relevant organizational behavior. We provide a timely contribution to practitioners and scholars who are considering adopting implicit measures in their organizations. By drawing on dual-processing theory, we reviewed the most prevalent implicit tests (Implicit Association Test, Picture Story Exercise, and Conditional Reasoning Test), and evaluated each against the following criteria: how they work, application areas, psychometric properties, perceptions of fairness, and faking potential. Based on prior empirical evidence, we provide ideas to improve these measures, how they may be applied in practice, and which avenues deserve future research. Together, these recommendations may enhance the value of implicit measures in organizations