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Ethnicity effects in graduates' resume content

Annemarie Hiemstra, Eva Derous UGent, Alec Serlie and Marise Born (2013) APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE. 62(3). p.427-453
abstract
Highly-educated ethnic minority entrants in Western countries need more time to find a job compared to their Western ethnic majority counterparts. The present study examined whether this differential job access is partly explained by the way ethnic minorities present themselves in their resumes. To this means, a comparison between 100 non-Western ethnic minority graduate resumes and 100 native Western ethnic majority graduate resumes was made. Non-Western ethnic minorities score significantly lower on reported organizational internships, leadership experiences, and extracurricular activities. Although most effects were small, these differences in resume content resulted in lower job suitability ratings for non-Western ethnic minorities compared to Western ethnic majorities, as judged by professional recruiters/ HR experts. Resume presentation (e.g., layout and grammar) also was a significant predictor of job suitability ratings, but no ethnicity effects were found in these resume characteristics. Because rater effects which may be related to hiring discrimination were controlled for, it can be concluded that the reported human capital in resumes can explain differential job access of ethnic minority compared to ethnic majority graduates. Theoretical and practical implications for assessing ethnic minorities upon organizational entry are discussed.
Please use this url to cite or link to this publication:
author
organization
year
type
journalArticle (original)
publication status
published
subject
keyword
EMPLOYMENT DISCRIMINATION, RECRUITERS PERCEPTIONS, IMPLICIT ASSOCIATION TEST, JOB TYPE, APPLICANT PERSONALITY, DECISIONS, PREJUDICE, COLLEGE, CLIMATE, INDIVIDUAL-DIFFERENCES
journal title
APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE
volume
62
issue
3
pages
427 - 453
Web of Science type
Article
Web of Science id
000318371500004
JCR category
PSYCHOLOGY, APPLIED
JCR impact factor
2.098 (2013)
JCR rank
16/75 (2013)
JCR quartile
1 (2013)
ISSN
0269-994X
DOI
10.1111/j.1464-0597.2012.00487.x
language
English
UGent publication?
yes
classification
A1
copyright statement
I have transferred the copyright for this publication to the publisher
id
1972593
handle
http://hdl.handle.net/1854/LU-1972593
date created
2011-12-21 21:41:23
date last changed
2016-12-19 15:38:27
@article{1972593,
  abstract     = {Highly-educated ethnic minority entrants in Western countries need more time to find a job compared to their Western ethnic majority counterparts. The present study examined whether this differential job access is partly explained by the way ethnic minorities present themselves in their resumes. To this means, a comparison between 100 non-Western ethnic minority graduate resumes and 100 native Western ethnic majority graduate resumes was made. Non-Western ethnic minorities score significantly lower on reported organizational internships, leadership experiences, and extracurricular activities. Although most effects were small, these differences in resume content resulted in lower job suitability ratings for non-Western ethnic minorities compared to Western ethnic majorities, as judged by professional recruiters/ HR experts. Resume presentation (e.g., layout and grammar) also was a significant predictor of job suitability ratings, but no ethnicity effects were found in these resume characteristics. Because rater effects which may be related to hiring discrimination were controlled for, it can be concluded that the reported human capital in resumes can explain differential job access of ethnic minority compared to ethnic majority graduates. Theoretical and practical implications for assessing ethnic minorities upon organizational entry are discussed.},
  author       = {Hiemstra, Annemarie and Derous, Eva and Serlie, Alec and Born, Marise},
  issn         = {0269-994X},
  journal      = {APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE},
  keyword      = {EMPLOYMENT DISCRIMINATION,RECRUITERS PERCEPTIONS,IMPLICIT ASSOCIATION TEST,JOB TYPE,APPLICANT PERSONALITY,DECISIONS,PREJUDICE,COLLEGE,CLIMATE,INDIVIDUAL-DIFFERENCES},
  language     = {eng},
  number       = {3},
  pages        = {427--453},
  title        = {Ethnicity effects in graduates' resume content},
  url          = {http://dx.doi.org/10.1111/j.1464-0597.2012.00487.x},
  volume       = {62},
  year         = {2013},
}

Chicago
Hiemstra, Annemarie, Eva Derous, Alec Serlie, and Marise Born. 2013. “Ethnicity Effects in Graduates’ Resume Content.” Applied Psychology-an International Review-psychologie Appliquee-revue Internationale 62 (3): 427–453.
APA
Hiemstra, A., Derous, E., Serlie, A., & Born, M. (2013). Ethnicity effects in graduates’ resume content. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE, 62(3), 427–453.
Vancouver
1.
Hiemstra A, Derous E, Serlie A, Born M. Ethnicity effects in graduates’ resume content. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE. 2013;62(3):427–53.
MLA
Hiemstra, Annemarie, Eva Derous, Alec Serlie, et al. “Ethnicity Effects in Graduates’ Resume Content.” APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 62.3 (2013): 427–453. Print.