Three experiments on professional recruiters explored how applicants’ ethnicity affects questions prepared for a job interview and the implications of this. Study 1 revealed that outgroup applicants prompt recruiters to focus more on whether applicants have integrated cultural norms and values fitting the ingroup norms (person-culture fit), as well as the match between the applicants and their would-be work team (person-group fit). When applicants were from the ethnic ingroup, recruiters focused more on questions pertaining to the match between the applicants’ abilities and the specific demands of the job (person-job fit). Studies 2 and 3 revealed that questions prepared for outgroup applicants were rated as less useful for hireability decisions, and that summaries emphasizing person-job fit were perceived as more useful.

中文翻译：

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申请人种族影响面试中提出的问题

在专业招聘人员上进行的三个实验探讨了申请人的种族如何影响应聘面试准备的问题及其含义。研究1显示，外派申请人会促使招聘人员更加关注申请人是否具有符合内在规范的整合的文化规范和价值观（人与文化相适应），以及求职者与其未来工作团队之间的匹配（人与群体）。适合）。当应聘者来自族裔群体时，招聘人员会更多地关注与应聘者的能力和工作的特定要求（人与人的职位）之间的匹配性相关的问题。研究2和3显示，为外包申请者准备的问题在可出租性决策中被认为没有太大用处，而强调人际关系适合的摘要被认为更有用。