According to a growing body of research, gender stereotypes can have a profound effect on hiring decisions. However, it is unclear whether information confirming or contradicting gender stereotypes can bias recruiters’ memory and ultimately affect hiring decisions. This study examined whether gender stereotypes about job applicants can affect memory of recruiters to remember stereotype consistent information, specifically when hiring for a predominantly male gender-typed job position as Financial Advisor. In a true experiment, 158 participants screened CVs of fictitious applicants, containing either gender stereotype consistent or inconsistent information in an online hiring scenario conducted mainly through a professional social network site. Recognition of consistent and inconsistent information was measured, as well as the intent to hire and to invite the applicant for a job interview. The results revealed that stereotype consistent information on the CV was not remembered more than stereotype inconsistent information. Additionally, male applicants were not preferred over female applicants in regard to the intent to hire. Female applicants were more likely to be invited for an interview than male applicants, as opposed to our hypothesized presumption. Professional experience in personnel selection did not affect the results. Practical implications are discussed.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:lnu-75025 |
| Date | January 2018 |
| Creators | Herrmann, Annika, Petermann, Meike |
| Publisher | Linnéuniversitetet, Institutionen för psykologi (PSY), Linnéuniversitetet, Institutionen för psykologi (PSY) |
| Source Sets | DiVA Archive at Upsalla University |
| Language | English |
| Detected Language | English |
| Type | Student thesis, info:eu-repo/semantics/bachelorThesis, text |
| Format | application/pdf |
| Rights | info:eu-repo/semantics/openAccess |
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