Abstract
Resumes provide critical information for organizations to make selection decisions and applicants with their first opportunity to influence decision makers. While resumes are intended to convey job relevant information, they also potentially provide information about applicants that could hinder their employment prospects. For example, many names give clues about an applicant’s sex or race, and previous research has shown this can have negative implications for historically disadvantaged groups. This creates an incentive for some people to engage in impression management regarding how they identify themselves in their resume. The paper develops a typology for assessing the ethics of these attempts at impression management. Sample vignettes are provided to help explicate the proposed typology.
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