ABSTRACT

Resume-screening by human raters is vulnerable to hiring discrimination but recruiter training as a way to overcome biased resume-screening is under-researched. The present study addresses this gap. Building on key cognitive processes that steer discriminatory decision-making in resume-screening and insights from diversity literature, we investigated the effectiveness of two cognitive training interventions (i.e., a culture-general assimilator and a structured free recall intervention) for reducing hiring discrimination against ethnic minority job applicants in the resume-screening stage. A pre-test, repeated post-test experimental study showed initial hiring discrimination (i.e., less positive evaluations of minority job applicants than majority ones), which was reduced shortly after both training interventions. Hiring discrimination, however, resurfaced 3 months later for both interventions. The culture-general assimilator also positively affected participants’ perceived ability to suppress stereotypes, both short-term and long-term. Findings are considered in the light of a comparison of these training interventions, their programme features, and their compatibility with the resume-screening task. Implications for prejudice reduction initiatives, their potential differential effects, and further research are also discussed.

摘要

人类评估者的简历筛选很容易受到招聘歧视的影响，但是对招聘者进行培训以克服偏见的简历筛选的方法仍处于研究不足的状态。本研究解决了这一差距。基于指导简历筛选中的歧视性决策的关键认知过程以及来自多样性文献的见解，我们研究了两种认知培训干预措施（即，文化一般同化者和结构化的自由召回干预措施）在减少员工歧视方面的有效性。简历筛选阶段的少数民族求职者。测试前，测试后重复进行的实验研究表明，最初的招聘歧视（即对少数族裔求职者的正面评价不如多数族裔），在两次培训干预后不久都减少了。但是，招募歧视 3个月后，这两种干预措施重新浮出水面。普遍的文化同化者还积极地影响了参与者抑制短期和长期刻板印象的能力。根据对这些培训干预措施，其程序功能及其与简历筛选任务的兼容性的比较，对发现进行了考虑。还讨论了对减少偏见计划的影响，其潜在的差异影响以及进一步的研究。