Using data from 88 students, 20 advisers, and 24 hirers about U.S. résumés, this article focuses on face of the company, the concept of employers' evaluating how well applicants might represent a company. The results of applying rhetorical listening’s identification–disidentification to “face” suggested two outcomes and their implications. First, primary audiences invoked secondary audiences to the point in which they conflated, suggesting that résumés should incorporate secondary audiences. Second, hirers sometimes violated their own beliefs about diversity hiring because of audiences they invoked, suggesting that because invoking audience can perpetuate inequitable hiring practices, hirers should be more nuanced about the audiences they choose.

中文翻译：

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关于面子：在招聘情况下反射性地考虑“观众”

本文使用来自 88 名学生、20 名顾问和 24 名招聘人员的有关美国简历的数据，重点关注公司面貌，即雇主评估申请人对公司的代表程度的概念。将修辞听力的认同-去认同应用于“面子”的结果表明了两种结果及其含义。首先，主要受众对次要受众的调用达到了他们混淆的程度，这表明简历应该包含次要受众。其次，招聘者有时会因为他们引用的受众而违反了他们自己关于多元化招聘的信念，这表明由于引用受众可以使不公平的招聘实践永久化，因此招聘者应该对他们选择的受众更加细致入微。