Job Applicants Research Articles

The effects of and support for anonymous job application procedures: evidence from a large-scale, multi-faceted study in the Netherlands

ABSTRACT This study provides evidence from a large-scale, long-lasting, multi-faceted pilot with anonymized application procedures (AAP) in a Dutch city in 2016–2017. We evaluate effects of AAP on interview and hiring rates, compare two methods of anonymizing, and analyze attitudes related to AAP among hiring managers, applicants and the general public. Results show that minority applicants were relatively more likely to be invited for an interview after AAP were introduced. This difference was significant for applicants from the largest non-Western minority groups. Minority applicants’ hiring rates also improved, though only significantly so when comparing 2016 (not 2017) with the reference period (2015). Moreover, minority applicants, especially from the largest non-Western groups, were more likely to be invited when standardized anonymous application forms were used than when applications were manually anonymized. Finally, applicants and the general public were much more positive about AAP than managers. Many managers saw no need for AAP; they were often unconvinced that discrimination occurs in their organization. We discuss these results in light of the scarce and mixed evidence on AAP effectiveness, and reflect on important insights regarding conditions under which AAP can be implemented successfully and practical implications uncovered by our analyses of different actors’ views.

Preference for young workers in mid-career recruiting using online ads for sales jobs: Evidence from Japan

This study uses an original dataset of online mid-career job ads for full-time sales jobs collected from July 2018 to December 2019 to examine the use of explicit and implied age limits on job applicants and the characteristics of firms that set them. Although Japanese law prohibits age discrimination in employment, several exemptions, such as hiring young workers without prior work experience on regular contracts, are allowed. Firms can set an age limit, require job-related experience, or search broadly; however, they can also express their age preference in other ways. In the sample, 24 % of ads included explicit age limits generally capped at 35 years, 26 % set experience requirements, and nearly all contained some form of implied age preference. Consistent with theoretical predictions, the results show that firms with higher capital, those with fewer employees, older firms and those located in urban centers tended to set requirements on applicants. Further, domestic firms, firms with fewer employees, in urban centers and firms using probation periods for new hires were more likely to set age limits. Moreover, firms setting either requirement did not seem to be sensitive to local labor market conditions. Firms searching broadly responded to population age-related increased wage expectations while reducing labor costs by increasing the number of working hours covered by a baseline wage.

Network Referrals and Self-Presentation in the High-Tech Labor Market

The practice of recruiting job candidates sourced through social contacts (i.e., referrals) is pervasive in the labor market. One reason employers prefer to recruit through referrals is that these candidates often present resumes that are perceived to be a better fit for the role. Whereas existing research attributes this pattern to how individuals who make referrals (i.e., referrers) select individuals to refer, we propose a new mechanism: differences in self-presentation. We argue that referral ties increase the candidates’ propensity to engage in self-presentation work, motivating and assisting candidates in presenting their backgrounds to convey fit. We examine this claim by utilizing unique data from an applicant-tracking system containing job applications for positions at U.S.-based high-tech firms between 2008 and 2012. A candidate fixed-effects specification reveals that when a candidate applies to a firm via a referral, he or she tends to showcase a rendition of his or her career history that better matches the target job than when the candidate pursues positions without such ties. Several mechanism checks, combined with supplementary survey evidence, further indicate that the presence of referral ties to the target firm is associated with greater motivation to engage in self-presentation work as well as the provision of different forms of assistance in that work. Supplemental Material: The e-companion is available at https://doi.org/10.1287/orsc.2022.16674 .

Finding Your First Job: Are Orthopedists in Training and Hiring Medical Practices on the Same Page?

A study of orthopedic surgeons in training and hiring practices that is designed to investigate the priorities of applicants and employers in the hiring process. Introduction: This study was designed to determine important factors to hiring practices when evaluating the application of a potential hire and compare them with the factors emphasized by candidates as most important to them in a job. Methods: This survey was designed to compare the priorities of hiring practices to job applicants with regards to several categories including: how applicants and jobs are identified, what factors might be important to a practice when evaluating job applicants and what factors might be important to a job applicant when applying. Hiring practices were further asked to elaborate on previous unsuccessful hires and the reasons for failure. Results: Hiring practices and applicants agree that personal or professional referrals are the most important resource for finding a job, but disagree in the utility of recruiters and social media. Hiring practices and potential applicants agree that the need for a particular subspecialty and recommendations are the most important factors for a practice to consider when choosing a new hire. Applicants tend to place a higher value on commitment to a region, personal connections and fellowship prestige, while practices are more interested in recommendations from residency directors, prior employers, operative ability and community involvement. Applicants and hiring practices both understand that the ability to practice within one’s subspecialty, salary potential and a candidate’s preference for location are critical. Hiring practices underestimate the importance of a starting salary and signing bonus to an applicant and overestimate the importance of practice reputation and the availability of ancillary services. Discussion/Conclusion: There are significant misunderstandings between young surgeons applying for their first job and hiring practices. To be successful young physicians should strive to understand the motivations of hiring groups. Similarly, orthopedic practices can save themselves significant time and money by understanding the motivations of surgeons entering the work force.

Invisible Stripes? A Field Experiment on the Disclosure of a Criminal Record in the British Labour Market and the Potential Effects of Introducing Ban-The-Box Policies

Abstract Labour market discrimination against individuals with criminal records may be unfair, ineffective and counterproductive. This article describes a field experiment designed to indicate whether job applicants disclosing a criminal record in the British labour market have a lower probability of success than equivalent applicants not disclosing criminal records. The research also provides insights into the potential effects of introducing a Ban-The-Box (BTB) policy in the United Kingdom, which would prohibit questions on prior convictions in the first stages of the recruitment process. The results confirm the existence of criminal record discrimination and suggest that introducing a BTB policy would increase job prospects for White applicants with criminal records, but not for members of ethnic minorities.

Understanding accounting students’ intentions to use digital badges to showcase employability skills

ABSTRACT By incorporating employability skills within the accounting curriculum, universities face the issue of how best to recognise students’ achievements. Digital badges are emerging as a potential means to recognise such achievements. Being shareable on social media sites, such as LinkedIn, and on other platforms, badges allow students to showcase their attainment of employability skills to potential employers. As student acceptance is a prerequisite to the success of this technology, this exploratory study examines accounting students’ perceptions of badge usefulness and ease of use, and whether these influence their intentions to use them for job applications. We also examine factors that contribute to these perceptions. A survey is undertaken of accounting students within a single university. Results suggest that both subjective norm and perceived usefulness directly influence intentions, while job application relevance and perceptions of external control have important indirect effects. Implications for universities are discussed and future research opportunities identified.

Sexualize one, objectify all? The sexualization spillover effect on female job candidates

SummaryWe examined whether sexualizing a businesswoman impacts attitudes toward subsequently evaluated, nonsexualized females applying for a corporate managerial position. Research shows that sexualized women are perceived as less warm and competent (i.e., objectified). Integrating this work with research on social cognition, we hypothesized that the negative effect of sexualization “spills over” onto other nonsexualized women, reducing their hireability. Across two experiments, initially sexualized women were perceived as less warm and competent, as were subsequently evaluated nonsexualized female job candidates. In turn, these negative perceptions reduced the applicants' probability of being hired. Sexualization of women also increased intentions to hire a subsequently evaluated male candidate. The results were robust when we controlled for evaluators' gender and age. Our findings demonstrate that female job applicants can experience detrimental effects from sexually based objectification, even when they are not the individuals initially sexualized. We discuss implications for women's careers.

Prototype and Application Implementation of Domestic and Foreign Labor Distribution

In today's globalized world, many people are looking for domestic and international work for various reasons, such as higher salaries and better work experience. This application will assist job seekers in finding suitable job vacancies. With their skills and interests, as well as helping companies find candidates that suit their needs, information on job vacancies in the country and abroad. In the initial phase of developing this application, an application prototype will be created that includes the main features of this application. These features include information on job vacancies in the country and abroad, a job search system based on skills and interests, and a system design method using UML (Unified Modeling Language) design. This modeling is a system implementation of how to put a strategy into an image (visual) in the form of a diagram. This model facilitates the making of an application program or implementation and can be used in the long term, not only at this time but continuously and continuously. Because application programs are used for a long time, it is necessary to have a good and precise analysis of planning, design, and modeling, such as flow for application programs. In this study, using the UML method, submitting online job applications, as well as a notification.

A Synthesized Framework Explaining Job Application Among IT Graduates in Malaysia

A Synthesized Framework Explaining Job Application Among IT Graduates in Malaysia

The Accessibility and Usability of Online Job Applications for Screen Reader Users.

This study investigated the accessibility and usability of online job applications by individuals with visual impairments who use screen readers. Three blind, experienced screen reader users on the research team attempted to complete online job applications from 30 randomly selected Fortune 500 companies, with 90 application trials attempted. Each tester used a different screen reader and browser combination. The testers experienced significant barriers to completing the online job applications: 50 of 90 (55.6%) attempts were successful, but 23 of the 30 (76.7%) sites had critical issues that prevented at least one tester from completing the application. Testers found 694 accessibility issues and gave an average ease of use rating of 3.60 (SD=1.05) out of 5 for the job application sites. Twenty-six of the job application sites were created by eight job application software vendors, with significant variation in accessibility across different applications using the same vendor. The accessibility and usability issues identified with the majority of online job applications evaluated present an unnecessary barrier to employment for screen reader users. While the 55.6% success rate found in this study is considerably higher compared to previous research, only 23.3% of the job application sites were accessible to all three screen readers. Job application software vendors and companies that create their own online job applications should take a Universal Design approach by following the WCAG guidelines and implementing recommended solutions to increase the accessibility of their applications. Software vendors are encouraged to only offer accessible options for creating online job applications, such that companies would not be able to create an inaccessible form.

The Importance of Work Preparation for Residents of Babakan Banten Hamlet: Building Personal Branding and Writing CV

Purpose: This study underscores the importance of work preparation before entering the workforce, focusing on personal branding and skills crucial for professional success. Addressing Babakan Banten Hamlet residents' need for work readiness awareness, it guides youth in crafting effective CVs and job application letters. Utilizing mixed methods, qualitative interviews, and quantitative surveys assess community needs and program efficacy perceptions.
 Method: Community engagement involves workshops for 17 to 22-year-olds. Data collected through observation and surveys assesses training effectiveness.
 Practical Applications: This research empowers participants for better job market entry, improved job application outcomes, and potentially higher youth employment rates, contributing to community growth. It also informs similar community development approaches.
 Conclusion: This activity strives to prepare Babakan Banten Hamlet's youth for the workforce through essential skills training. Its potential impact on employability and community well-being underscores the importance of targeted engagement in addressing specific challenges.

“Can AI really help me land a job?” Student reactions to the use of artificial intelligence in career preparation

Many companies use artificial intelligence (AI) to screen job applicants. With more colleges also adopting AI programs to provide feedback on job seekers’ applications, will students be receptive to using these tools? This research shows certain key factors – perceptions of AI program effectiveness and enjoyability, higher networking anxiety, and being a first-generation college student – predict increased interest in using AI programs for career preparation purposes. Additional qualitative analyses also reveal why certain subsets of students have negative attitudes toward such programs. Recommendations for colleges offering AI tools and discussion of ideas for further research are provided.

THE SCIENCE OF HIRING : Predicting Personality through CV Parsing & Machine Learning

Personality plays a crucial role in various aspects of human life, including career development, interpersonal relationships, and overall well-being. Traditional methods of assessing personality traits often rely on self-report questionnaires and subjective assessments, which can be biased and time-consuming. With the advancement of technology, there has been a growing interest in exploring alternative approaches to predict personality traits accurately and efficiently. This paper presents a novel approach to personality prediction using Curriculum Vitae (CV) analysis. The model for parsing the data utilizes Logistic Regression, a machine learning algorithm. Pyresparser, a tool, is employed to extract relevant information from a CV or resume. The proposed personality prediction system based on CV analysis has several potential applications. It can assist employers in the recruitment process by providing insights into the personality traits of job applicants, helping to identify suitable candidates for specific roles and improving the overall hiring decision- making process. Additionally, it can be used in career counselling and personal development settings, providing individuals with valuable feedback on their strengths, weaknesses, and potential areas for improvement. Keywords— Curriculum Vitae(CV), Logistic Regression, Personality Prediction, Pyreparser, Resume.

On the trajectory of discrimination: A meta-analysis and forecasting survey capturing 44 years of field experiments on gender and hiring decisions

A preregistered meta-analysis, including 244 effect sizes from 85 field audits and 361,645 individual job applications, tested for gender bias in hiring practices in female-stereotypical and gender-balanced as well as male-stereotypical jobs from 1976 to 2020. A “red team” of independent experts was recruited to increase the rigor and robustness of our meta-analytic approach. A forecasting survey further examined whether laypeople (n = 499 nationally representative adults) and scientists (n = 312) could predict the results. Forecasters correctly anticipated reductions in discrimination against female candidates over time. However, both scientists and laypeople overestimated the continuation of bias against female candidates. Instead, selection bias in favor of male over female candidates was eliminated and, if anything, slightly reversed in sign starting in 2009 for mixed-gender and male-stereotypical jobs in our sample. Forecasters further failed to anticipate that discrimination against male candidates for stereotypically female jobs would remain stable across the decades.

Empowering Candidates with Experience Sharing and Advanced Resume Screening - A Comprehensive Survey

Abstract: In the dynamic realm of higher education and career advancement, our college community now has access to a transformative portal. Here, students can delve into a vast repository of real-world interview experiences shared by peers, alumni, and industry professionals. These firsthand accounts offer a unique opportunity for current students to gain an inside perspective on interview processes, company cultures, and expectations across various organizations. Furthermore, our portal boasts a cutting-edge resume analysis feature. Students can upload their resumes, and a sophisticated algorithm scrutinizes their qualifications, skills, and experiences. Utilizing this analysis, the system generates tailored recommendations for companies and positions that closely align with each student’s unique profile, academic background, and career aspirations. This streamlines the job search process, broadens students’ horizons, and empowers them to explore career opportunities they might not have considered otherwise. Our aim is to facilitate professional growth, ensuring that our students seamlessly transition into the workforce. By fostering the sharing of interview experiences and delivering personalized company suggestions, our platform equips students to make informed career decisions, enhance their job application strategies, and embark on successful career paths.

Discrimination against community college transfer students — Evidence from a labor market audit study

Anecdotal evidence suggests widespread discrimination against community college transfer students, despite their prevalence among bachelor’s degree holders in the US. I send out fictitious job applications and conduct a labor market audit study to examine such discrimination. All applicants have bachelor’s degrees, and a random subset are transfer students who attended community colleges for their first two years of college. I find that, for accounting jobs, community college experience significantly reduces callback rates and undermines the value of graduating from selective four-year colleges. In comparison, sales and marketing firms do not exhibit signs of discrimination.

When AI is Perceived to Be Fairer than a Human: Understanding Perceptions of Algorithmic Decisions in a Job Application Context

This study investigates people’s perceptions of AI decision-making as compared to human decision-making within the job application context. It takes into account both favorable and unfavorable outcomes, employing a 2 × 2 experimental design (decision-making agent: AI algorithm vs. human; outcome: favorable vs. unfavorable). Upon evaluating a job seeker’s suitability for a position, participants viewed algorithmic decisions as fairer, more competent, more trustworthy, and more useful than those made by humans. Interestingly, when a candidate was deemed unsuitable for hiring, people reacted more negatively to the verdict given by a human than to the same judgment offered by AI. Moreover, participants credited algorithmic decisions with greater sensitivity to both quantitative and qualitative qualifications, thus indicating algorithmic appreciation. Our findings shed light on the psychological basis of perceptions surrounding Algorithmic Decision-Making (ADM) and the responses to the decisions rendered by ADM systems.

Development, implementation and evaluation of a process for allocating final placements to nursing students.

This paper reports on the implementation and evaluation of a process developed over two years, intended to aid student nurses to enhance job application writing skills and curriculum vitae development, and to provide an opportunity for students to have a choice in their final practice placement.  The study aimed to explore students’ perceptions on the strengths and limitations, explore the perceived impact on application form and CV writing, and gain suggested improvements to the process to increase student experience. A cross-sectional design using online questionnaires (year one and two) and a focus group (year one) gathered quantitative and qualitative data from a volunteer sample of final year adult and mental health student nurses. The majority of participants were happy with the process and with their placement allocation. Three main themes were reported in both years; Choice, Process, and Employability skills/Readiness for employment, with the addition of a fourth in the second year; Fairness. The process allows students to develop skills in applying for jobs which they feel is beneficial for their future. Choice enables students to tailor their final experience to their career aspirations and skill development, ultimately smoothing the transition into their future positions.

Judge rules against rejected job applicant

Case name: Denham v. Alabama State University, No. 2:22‐cv‐185 (M.D. Ala. 06/28/23).

Court rules in favor of rejected job applicant

Case name: Majors v. Dillard University, No. 2022‐CA‐0789 (La. Ct. App. 05/08/23).