Female Recruiters Research Articles

Discrimination against lesbian and gay job seekers: An artefactual field experiment in urban Ecuador

This paper presents the findings of an artefactual field experiment conducted in urban Ecuador to investigate discrimination against individuals self-identifying as lesbian or gay (LG) job seekers in the labor market. Focusing on occupations and sectors that attract the employment interest of both LG and non-LG individuals, the study employed fictitious job applications evaluated by 394 human resource analysts. The results reveal gender-based differential discrimination. Female LG candidates experienced positive discrimination and were more likely to be selected and offered higher wages compared to their heterosexual counterparts. In contrast, male LG candidates experienced negative discrimination, saw no wage differences, and were less likely to be selected. The study finds that female recruiters are especially influential in driving these discriminatory behaviors. These findings contribute to the understanding of the complex dynamics of discrimination towards LG workers in the labor market and of the interaction of that form of discrimination with gender.

Betting on Diversity—Occupational Segregation and Gender Stereotypes

Gender segregation of occupations and entire industries is widespread. The segregation could be the result of perceived job-specific productivity differences between men and women. It could also result from the belief that homogeneous teams perform better or from in-group bias of male or female recruiters. We investigate these explanations in two samples: students and personnel managers. The subjects bet on the productivity of teams that are homogeneous with respect to gender at the outset and then either remain homogeneous or become diverse. The teams work on tasks that differ with respect to gender stereotypes. We obtain similar results in both samples. Women are picked more often for the stereotypically female task, and men are picked more often for the stereotypically male task. Subjects believe that gender-diverse teams perform better, especially in the task with complementarities, and they display an own-gender bias. Elicited expectations about the bets of others reveal that subjects expect the gender stereotypes of tasks but underestimate others’ bets on diversity. This paper was accepted by Yan Chen, behavioral economics and decision analysis. Funding: The authors acknowledge financial support from the Deutsche Forschungsgemeinschaft [Excellence Cluster EXC 2035/1 “The Politics of Inequality” (to U. Fischbacher), CRC TRR 190 “Rationality and Competition” (to D. Kübler), and the Excellence Cluster EXC 2055 “Contestations of the Liberal Script” (to D. Kübler)] and from Tamkeen [NYU Abu Dhabi Research Institute Award CG005 (to R. Stüber)]. Supplemental Material: The data files and online appendix are available at https://doi.org/10.1287/mnsc.2023.4943 .

Gendered ethnic discrimination and the role of recruiter gender. A field experiment

Relying on data from a large-scale field experiment in Sweden, this article studies discrimination in recruitment on the basis of gender and ethnicity combined with recruiter gender. The study includes 5641 job applications sent in response to advertised vacancies, and the employer callbacks to these. Gender and either a Swedish or a foreign-sounding name were randomly assigned to the applications, and recruiter gender was documented whenever available. Based on the callback rates, there is evidence of ethnic discrimination against foreign-named job applicants by both male and female recruiters. Also, male applicants with foreign-sounding names are discriminated more than female applicants with foreign-sounding names. Thus, the results show gendered ethnic discrimination in the Swedish labor market, and this does not appear to depend on recruiter gender in general. However, the patterns for gendered ethnic discrimination by recruiter gender vary across occupational categories.

Sounds like a fit! Wording in recruitment advertisements and recruiter gender affect women's pursuit of career development programs via anticipated belongingness

AbstractFollowing calls for research to increase gender equality, we investigated women's intentions to pursue career opportunities, in the form of career development programs. We built on lack of fit and signaling theory to argue that women's but not men's pursuit of career opportunities would be influenced by recruiter gender and gender‐stereotypical wording in recruitment advertisements. We conducted two studies in Germany. In Study 1 (video‐based experiment with 329 university students), we found that when a male recruiter used stereotypically masculine compared to feminine wording, female students anticipated lower belongingness, expected lower success of an application, and indicated lower application intentions for career opportunities. These differences in female students’ evaluations disappeared when the recruiter was female. While Study 2 (experimental vignette study with 545 employees) replicates the negative effects of masculine wording for female employees; the buffering effect of female recruiters was only replicated for younger, but not for older female employees. Women's anticipated belongingness mediated the relationship between advertisement wording and application intentions when the recruiter was male. Recruiter gender and wording had no effects on men. Our work contributes to a better understanding of when and why contextual characteristics in the recruitment process influence women's pursuit of career opportunities.

Implicit and Explicit Gender Stereotypes at the Bargaining Table: Male Counterparts\u2019 Stereotypes Predict Women\u2019s Lower Performance in Dyadic Face-to-Face Negotiations

In every major occupational group and at every level of educational attainment, U.S. women earn less than men (Carnevale et al. 2018). Besides a component explained by objective factors (e.g., hours worked, occupation, experience), the gender wage gap includes a large component unexplained by objective factors. This latter component may be attributed, at least in part, to factors such as gender stereotyping and discrimination. In one study, we focus specifically on negotiation partners’ gender stereotypes by investigating mock face-to-face negotiations around salary and benefits mimicking real world job settings. We specifically investigated whether U.S. women’s (n = 83) negotiation performance was predicted by their negotiation counterparts’ implicit and explicit gender stereotypes and whether these effects depended on the gender of the negotiation counterpart and their randomly assigned power role in the negotiation (recruiter vs. candidate). Overall, our findings suggest that regardless of women’s power role in negotiations, women’s lower performance is predicted by their male counterparts’ higher implicit stereotypes. For female recruiters, this effect is further qualified by their male counterparts’ explicit stereotypes. Our discussion explores how temporary power roles contribute to the expression of implicit and explicit gender stereotypes in negotiations. We also discuss practice implications for reducing negative effects of stereotypes on women’s negotiation performance.

Label comprehension of a combined mifepristone and misoprostol product for medical abortion: A pilot study in South Africa

ObjectivesAs an important next step in developing an over-the-counter (OTC) misoprostol-mifepristone product, this study aims to assess the comprehension of a medical abortion label. Study designWe conducted a pilot study utilizing convenience sampling to enroll women in rural and urban communities at four sites in two South African provinces. Trained, female recruiters prescreened and consented potential participants. Included women were aged 16–45 with some literacy (assessed by Rapid Estimate of Adult Literacy in Medicine). Exclusion criteria were having ever used or assisted someone with a medical abortion. Demographic data were collected after enrolment. We gave women time to read the prototype label, then asked a series of 35 questions to assess key concepts for correct use of the drug. For all questions but the indication, women could refer to the label while answering. We used descriptive, chi-square and regression analyses to assess comprehension of concepts. Results100 women aged 16–45 years participated. Most reported prior sexual intercourse (91%), pregnancy (75%), and prior contraceptive use (male condom, 45%). Messages clear to participants (>90%) regardless of literacy were: when to consult a doctor before use (history of anemia or ectopic pregnancy), to respect the mifepristone- misoprostol interval, when to seek medical attention (heavy, prolonged or no bleeding) and that fertility returns quickly after abortion. The average scores were moderate for comprehension of all medical abortion label comprehension concepts: 79% for questions about the indication of the product; 73% for assessment of appropriate gestational age; 76% for screening out ectopic pregnancy; 80% for identifying contraindications to the medicines; 69% for instructions on use; 76% for when and for what conditions to seek medical care; and 60% for how to follow-up after abortion with a pregnancy test. Questions with lowest comprehension regarded medication timing, where women with higher literacy were significantly more likely to understand the label than among lower literacy levels. ConclusionsOur prototype over-the-counter label for a combined mifepristone-misoprostol product for medical abortion in early pregnancy was moderately understandable to participants. Comprehension scores were largely dependent on literacy levels. To demonstrate an understanding of at least 80% for key concepts, the prototype label for a combined medical abortion product requires revision.

In-group gender bias in hiring: Real-world evidence

We investigate in-group gender bias in real-world hiring decisions by combining administrative data with data from a large-scale field experiment on hiring in which fictitious resumes with randomly assigned information about gender were sent to Swedish employers. Our results suggest that women (female recruiters or firms with a high share of female employees) favor women in the recruitment process. In contrast, we do not find much evidence that men (male recruiters or firms with a high share of male employees) favor men.

Do Men Favor Men in Recruitment? A Field Experiment in the Swedish Labor Market

Utilizing a field experiment design, this article examines whether discrimination based on any combination of job applicant gender and recruiter gender occurs in the first stage of the recruitment process, that is, selecting applicants to be contacted. This study includes 1,643 job applications in the Swedish labor market. Overall, based on the callbacks received, male recruiters, unlike female recruiters, are found to contact male applicants more often than female applicants. The results show a pro-male bias by male recruiters in gender-mixed occupations, whereas no significant gender differences in callbacks by recruiter gender are found in male- and female-dominated occupations.

The impact of gender and profit margin on the duration of hiring process for professional service firms

PurposeThe purpose of this paper is to explore the impact of recruiter gender and profit margin on the duration of the hiring process in professional services firms (PSFs).Design/methodology/approachIn evaluating over 500 recruiting transactions in a PSF, a factorial ANOVA was performed to determine if there is a significant interaction between recruiter gender and profit margin on days it take to fill an open position.FindingsThe results suggest a significant interaction exists between the recruiter gender and profit margin variables in effect on days that it takes to fill an open position. At lower job position profit margins, female recruiters were found to outperform their male counterparts. Conversely, at higher job position profit margins, male recruiters appear to outperform female recruiters.Research limitations/implicationsThis research is focused on the duration of the recruiting process and does not address the quality of candidate selection. An evaluation of the quality of candidate selection contrasted with the time it takes to hire should be an essential consideration for future research.Practical implicationsIf job vacancies remain vacant at client firms for an extended period, this could adversely impact the financial and reputational health of small PSFs. By focusing on key variables that impact the recruiting timeline, management may be able to consider interventions that would improve both the recruiting process and firm’s financial health.Originality/valueThis study provides a unique contribution by focusing on the recruiting timeline, recruiter gender, profit margin, and the resulting ability of a PSF to proactively manage its revenue.

Language skills and homophilous hiring discrimination: Evidence from gender and racially differentiated applications

This paper investigates the importance of ethnic homophily in the hiring discrimination process, and provides a novel test for statistical discrimination. Our evidence comes from a correspondence test performed in France, in which we use three different kinds of ethnic identification: French sounding names, North African sounding names, and foreign sounding names with no clear ethnic association. Within both male and female groups, we show that all non-French applicants are equally discriminated against when compared to French applicants. This indicates that racial discrimination in employment is directed against members of non-majority ethnic groups, and highlights the importance of favoritism for in-group members. Moreover we find direct evidence of homophily: recruiters with European names are more likely to call back French named applicants and female recruiters are more likely to call back women. The paper also directly tests for statistical discrimination by adding a signal related to language skill ability in all resumes sent to half the job offers. Although the signal inclusion significantly impacts the discrimination experienced by non-French females, it is much weaker for male minorities.

Challenges and strategies for conducting sensitive research with an Arab American population

Recruiting minority groups such as Arab Americans (Ar-Am) for research studies has been challenging. To date no studies were found that explicitly addressed challenges to recruit Ar-Am for sensitive research. The purpose of this article is to present the challenges across three pilot studies that involved Ar-Am samples and the strategies that were implemented to overcome these challenges. The challenges faced with conducting studies with Ar-Am included difficulty for participants to express emotions, influence of male/female authority to consent for the study, lack of trust to disclose sensitive information, language barrier, and slow recruitment. Having bilingual female recruiters of Arabic descent, engaging the women's family members in the consent process, and addressing the sensitive topics in culturally appropriate language were effective strategies to overcome these challenges. These strategies might be helpful for other researchers who recruit Ar-Am for sensitive research.

Falling over a glass cliff: A study of the recruitment of women to leadership roles in troubled enterprises

AbstractAre women breaking through the glass ceiling only to arrive at a glass cliff—that is, being preferentially appointed to leadership roles where the chances of failure are higher? This study investigates the concept of the glass cliff, both by seeking evidence for its existence and by examining its implications. Focusing specifically on the impact of the recruiter's gender, the researchers asked professionals from a range of backgrounds to evaluate candidates for a post in a hypothetical company that was portrayed either as a success or as in decline. Taken as a whole, the results support the existence of a glass cliff. When the results from male and female recruiters were analyzed separately, a different picture emerged, however. Male recruiters showed no gender preference in the failing company context but favored the male candidate for the low‐risk position. In contrast, female recruiters consistently favored a female candidate, with this preference being more marked for a high‐risk role. The study concluded by looking into the possible motivations for these biases and examining their implications in informing recruitment and career decisions. © 2012 Wiley Periodicals, Inc.

A Qualitative Study of the Recruiting of Men and Women for Sales Positions in Turkey

This study examines the effects of gender on recruitment of salespeople in Turkey, an emerging economy with a male-dominated society where historical and cultural values have frequently limited women’s employment opportunities. Based on 16 interviews with male and female recruiters from four industries actively hiring productive salespeople, the study addresses gender effect on recruiting of men and women for sales positions in Turkey. The findings of this qualitative study provide an opportunity to expand our understanding of gender effects in an emerging economy.

Relational Demography and Similarity-Attraction in Interview Assessments and Subsequent Offer Decisions

This study examines whether recruiter-applicant demographic similarity affects selection decisions. In addition, the mediators proposed by the similarity-attraction paradigm were tested. However, consistent with Graves and Powell’s (1995) findings and with the propositions of social identity theory, I also proposed that female recruiters would prefer male applicants. Significant race similarity effects were observed for White recruiters on overall interview assessments and offer decisions, sex dissimilarity had a significant direct effect on overall interview assessments, and age similarity was not related to either criterion. In addition, there was some evidence that the significant direct effects were mediated by perceived similarity and interpersonal attraction. The sex dissimilarity effect appeared to be the result of male recruiters’ preference for female applicants. Post hoc analyses revealed that this relationship was mediated by applicant appearance.

Interaction of Recruiter and Applicant Gender in Resume Evaluation: A Field Study

In the present study, we examined the effect of recruiter and applicant gender on recruiters' evaluations of applicants' qualifications as reported on actual applicant resumes. Forty recruiters evaluated applicant resumes that were randomly allocated to them. In total, 388 recruiter evaluations of applicant resumes comprised the sample. Results indicate that recruiter and applicant gender interacted to predict recruiters' perceptions of applicants' qualifications. Male recruiters' perceptions of applicants' work experiences did not differ depending on applicant gender. However, female recruiters perceived male applicants' resumes to report more work experiences than resumes of female applicants. Furthermore, male recruiters perceived female applicants as having more extracurricular interests than male applicants. Female recruiters rated both male and female applicants as having about the same amount of extracurricular activity information on their resumes. Gender role theory provides a possible explanation for the study's findings.

Sex similarity, quality of the employment interview and recruiters' evaluation of actual applicants

Using structural equation modelling, the present study examined the effect of sex similarity on interviewers' evaluations of actual applicants and assessed whether interview quality mediated this effect. It was hypothesized that sex similarity would positively affect interview quality, which, in turn, would affect interview outcomes. Interviewers were expected to view interactions with same‐sex applicants as higher in quality than interactions with opposite‐sex applicants. As a result, same‐sex applicants were expected to receive more favourable outcomes than opposite‐sex applicants. Analysis of data from 680 interviews provided partial support for this hypothesis. Sex similarity did not affect male recruiters' perceptions of interview quality or evaluations of applicants. However, as hypothesized, female recruiters reported better interview experiences with female applicants than male applicants and, in turn, evaluated them more favourably. Gender differences in recruiters' communication styles, social identification processes, and reactions to organizational equal opportunity policies are offered as possible explanations for the disparate results for male and female recruiters.

THE EFFECT OF SEX SIMILARITY ON RECRUITERS' EVALUATIONS OF ACTUAL APPLICANTS: A TEST OF THE SIMILARITY‐ATTRACTION PARADIGM

The present study examined the effect of sex similarity on recruiters' evaluations of actual applicants in campus interviews and tested whether perceived similarity and interpersonal attraction mediated this effect. Structural equation modeling was performed on data from 476 campus interviews. The results revealed complex effects of sex similarity on recruiters' decision processes. Perceived similarity and interpersonal attraction mediated the effect of sex similarity on female recruiters' assessments of applicants' qualifications. Unexpectedly, female recruiters saw male applicants as more similar to themselves and more qualified than female applicants. For male recruiters, interview outcomes were not affected by sex similarity. Social identity theory, which suggests that the status associated with demographic characteristics may influence the nature of demographic similarity effects, provides a possible explanation for the findings.