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By any other name : discrimination in resume screening

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Abstract
This chapter discusses perspectives and empirical findings on ethnic discrimination during the resume screening phase. First, the labor market position of ethnic minorities is discussed and two prominent hypotheses on the disadvantaged labor market position of ethnic minorities are presented, namely the human capital versus hiring discrimination hypothesis. Second, several theoretical perspectives are discussed that illustrate why resume screening might be vulnerable to biased decision making. Third, we turn our attention to influences on hiring discrimination that reside in the applicant, the job/organization, and recruiter. Finally, this chapter ends with a critical reflection on some practical recommendations (such as anonymous resume screening) and future research directions on hiring discrimination during resume screening, including new technologies such as video resumes.
Keywords
ethnic minorities, hiring discrimination, anonymous resume-screening

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Citation

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Chicago
Derous, Eva, and Ann Marie Ryan. 2018. “By Any Other Name : Discrimination in Resume Screening.” In The Oxford Handbook of Job Loss and Job Search, ed. Ute-Christine Klehe and Edwin AJ van Hooft, 501–522. New York: Oxford University Pres.
APA
Derous, E., & Ryan, A. M. (2018). By any other name : discrimination in resume screening. In U.-C. Klehe & E. A. van Hooft (Eds.), The Oxford handbook of job loss and job search (pp. 501–522). New York: Oxford University Pres.
Vancouver
1.
Derous E, Ryan AM. By any other name : discrimination in resume screening. In: Klehe U-C, van Hooft EA, editors. The Oxford handbook of job loss and job search. New York: Oxford University Pres; 2018. p. 501–22.
MLA
Derous, Eva, and Ann Marie Ryan. “By Any Other Name : Discrimination in Resume Screening.” The Oxford Handbook of Job Loss and Job Search. Ed. Ute-Christine Klehe & Edwin AJ van Hooft. New York: Oxford University Pres, 2018. 501–522. Print.
@incollection{4410229,
  abstract     = {This chapter discusses perspectives and empirical findings on ethnic discrimination during the resume screening phase. First, the labor market position of ethnic minorities is discussed and two prominent hypotheses on the disadvantaged labor market position of ethnic minorities are presented, namely the human capital versus hiring discrimination hypothesis. Second, several theoretical perspectives are discussed that illustrate why resume screening might be vulnerable to biased decision making. Third, we turn our attention to influences on hiring discrimination that reside in the applicant, the job/organization, and recruiter. Finally, this chapter ends with a critical reflection on some practical recommendations (such as anonymous resume screening) and future research directions on hiring discrimination during resume screening, including new technologies such as video resumes.},
  author       = {Derous, Eva and Ryan, Ann Marie},
  booktitle    = {The Oxford handbook of job loss and job search},
  editor       = {Klehe, Ute-Christine and van Hooft, Edwin AJ},
  isbn         = {9780199764921},
  language     = {eng},
  pages        = {501--522},
  publisher    = {Oxford University Pres},
  title        = {By any other name : discrimination in resume screening},
  url          = {http://dx.doi.org/10.1093/oxfordhb/9780199764921.013.017},
  year         = {2018},
}

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