This paper reports the results of multiple studies that together provide converging evidence in support of the theory that gender stereotypes bias employee selection during group recruiting events. Specifically, we predict and find that female (male) job candidates who exhibit stereotypically male behaviors receive lower (higher) evaluations during group recruiting events, particularly among male recruiters. Prior research suggests gender stereotypes do not bias employee selection during one-on-one interviews. However, our results suggest that evaluating job candidates in the more social context of group events can have important unintended consequences on employee selection, a key component of the accounting control environment. Given the importance of group recruiting events to inform hiring decisions across organizations such as investment banks and public accounting firms, our results contribute to a better understanding of survey and field evidence suggesting that entry-level male and female employees have different personalities at these organizations, which appear to influence their career trajectories.

中文翻译：

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员工选拔中的集团招聘活动和性别刻板印象*

本文报告了多项研究的结果，这些研究共同提供了支持这一理论的趋同证据，即性别刻板印象会在团体招聘活动中影响员工选择。具体来说，我们预测并发现表现出刻板男性行为的女性（男性）求职者在团体招聘活动中得到较低（较高）的评价，尤其是在男性招聘人员中。先前的研究表明，在一对一的面试中，性别刻板印象不会影响员工的选择。然而，我们的结果表明，在群体事件的更多社会背景下评估求职者可能会对员工选择产生重要的意外后果，这是会计控制环境的关键组成部分。