A field experiment: Reducing interpersonal discrimination toward pregnant job applicants.

2013 ◽  
Vol 98 (5) ◽  
pp. 799-809 ◽  
Author(s):  
Whitney Botsford Morgan ◽  
Sarah Singletary Walker ◽  
Michelle (Mikki) R. Hebl ◽  
Eden B. King
Keyword(s):  
Field Experiment ◽  
Job Applicants ◽  
Interpersonal Discrimination

The influence of first name valence on the likelihood of receiving help: A field experiment

2018 ◽  
Author(s):  
Robert Busching ◽  
Johannes Lutz
Keyword(s):  
Field Experiment ◽  
Helping Behavior ◽  
Job Applicants ◽  
High Status ◽  
Job Application ◽  
E Mail ◽  
Status Position

A field experiment was conducted to test whether the likelihood of receiving help is affected by the valence of the person in need’s first name. It was expected that people bearing devalued names would receive less help compared to individuals with liked first names. It was further tested if the proposed effect was driven by a general devaluation of stigmatized names or the application of name-associated stereotypes.Participants (N = 631) received e-mails containing an ostensibly missent reply to another person’s job application. The applicant’s first name was either positive or negative and the job offered was either a low-status or a high-status position. Participants could help the alleged applicant by informing the sender that the e-mail was sent to the wrong address.For low-status job applicants, name valence had no effect on participants’ helping behavior. By contrast, for high status positions, applicants with negative names received less help compared to participants with a positive name.

scholarly journals Facebook profile picture appearance affects recruiters’ first hiring decisions

2017 ◽  
Vol 20 (3) ◽  
pp. 1220-1239 ◽  
Author(s):  
Stijn Baert
Keyword(s):  
Field Experiment ◽  
Job Applicants ◽  
Hiring Decisions ◽  
Job Interview ◽  
Highly Educated ◽  
Suggestive Evidence ◽  
Job Openings ◽  
Available Information

We investigate whether the publicly available information on Facebook about job applicants affects employers’ hiring decisions. To this end, we conduct a field experiment in which fictitious job applications are sent to real job openings in Belgium. The only characteristic in which these candidates differ is the unique Facebook profile that can be found online with their name. Candidates with the most beneficial Facebook picture obtain approximately 38% more job interview invitations compared to candidates with the least beneficial picture. In addition, we find suggestive evidence for a higher effect of Facebook profile picture appearance on hiring chances when candidates are highly educated and when recruiters are female.

Race and gender effects on employer interest in job applicants: new evidence from a resume field experiment

2015 ◽  
Vol 23 (12) ◽  
pp. 853-856 ◽  
Author(s):  
Rajeev Darolia ◽  
Cory Koedel ◽  
Paco Martorell ◽  
Katie Wilson ◽  
Francisco Perez-Arce
Keyword(s):  
Field Experiment ◽  
Job Applicants ◽  
Gender Effects ◽  
Race And Gender ◽  
And Gender ◽  
New Evidence

“Maybe It’s More Natural for Them to Have Been Out of Work for a Little While”

2020 ◽  
pp. 103-112
Author(s):  
David S. Pedulla
Keyword(s):  
Field Experiment ◽  
Racial Discrimination ◽  
Statistical Test ◽  
Job Applicants ◽  
Compelling Evidence ◽  
Negative Effects ◽  
Experiment Data ◽  
Negative Effect

This chapter turns to how the consequences of long-term unemployment vary with the race of the applicant. It presents results from field-experiment data to indicate that while certain groups of workers are severely penalized for a year of unemployment, others are not. This chapter probes those differences and develops an understanding of how and why race and experiences of unemployment interact in the ways that they do. It also examines whether the effects of unemployment differed in a statistically significantly way for white and black applicants. The results from this statistical test provide compelling evidence that this is indeed the case. While racial discrimination is strong and persistent, and long-term unemployment has negative effects for white job applicants, there is little additional negative effect of unemployment for black applicants.

scholarly journals Do Equal Qualifications Yield Equal Rewards for Immigrants in the Labour Market?

2020 ◽  
Vol 34 (5) ◽  
pp. 826-843
Author(s):  
Akhlaq Ahmad
Keyword(s):  
Field Experiment ◽  
Labour Market ◽  
Language Proficiency ◽  
Market Integration ◽  
Job Applicants ◽  
Employment Opportunities ◽  
Job Interview ◽  
Labour Market Integration ◽  
Equal Employment ◽  
Welfare Society

Using a correspondence field experiment, the study reported in this article has investigated if immigrant job applicants with equivalent qualifications are treated differently in the Finnish labour market. The study consists of 5000 job applications that were sent out to 1000 advertised positions by five applicants of Finnish, English, Iraqi, Russian and Somali backgrounds, who differed only in their names. The findings show that applicants of immigrant origin receive significantly fewer invitations for a job interview than the native candidate, even if they possess identical language proficiency, education and vocational diplomas. However, the extent of discrimination is not equally distributed among the immigrant groups. Rather, job applicants from non-European backgrounds seem to suffer a significantly greater labour-market penalty. The findings clearly suggest that, despite anti-discrimination legislation and measures aimed at promoting equal employment opportunities, discrimination continues to remain a serious barrier to immigrants’ labour-market integration in a Nordic welfare society.

Self-Promoting and Modest Job Applicants in Different Cultures

2011 ◽  
Vol 10 (2) ◽  
pp. 70-77 ◽  
Author(s):  
Marianne Schmid Mast ◽  
Denise Frauendorfer ◽  
Laurence Popovic
Keyword(s):  
Cultural Background ◽  
Job Applicants ◽  
Presentation Style ◽  
Interview Situation ◽  
French Speaking ◽  
Different Cultures

The goal of this study was to investigate the influence of the recruiter’s cultural background on the evaluation of a job applicant’s presentation style (self-promoting or modest) in an interview situation. We expected that recruiters from cultures that value self-promotion (e.g., Canada) will be more inclined to hire self-promoting as compared to modest applicants and that recruiters from cultures that value modesty (e.g., Switzerland) will be less inclined to hire self-promoting applicants than recruiters from cultures that value self-promotion. We therefore investigated 44 native French speaking recruiters from Switzerland and 40 native French speaking recruiters from Canada who judged either a self-promoting or a modest videotaped applicant in terms of hireability. Results confirmed that Canadian recruiters were more inclined to hire self-promoting compared to modest applicants and that Canadian recruiters were more inclined than Swiss recruiters to hire self-promoting applicants. Also, we showed that self-promotion was related to a higher intention to hire because self-promoting applicants are perceived as being competent.

Sign in / Sign up

Export Citation Format

Share Document