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Initial impression formation during the job interview : anchors that drive biased decision-making against stigmatized applicants

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Abstract
The job interview is still one of the most widely used personnel selection tools that might, however, be prone to bias especially when stigmatized applicants are being evaluated. In response to the growing concerns regarding labour market shortages and adverse impact in personnel selection, we conducted two experimental studies that investigated potentially biasing effects of initial impression formation, its origin and development over two interview stages (i.e., rapport building and interview). Building on theory of heuristics, we considered effects of facial stigma, which are rarely investigated as a source of bias despite their prevalence. Using eyetracking methodology, Study 1 shows that cognitive (i.e., attention to visual and verbal information) and motivational (i.e., Need For Cognitive Closure) processes in the rapport-building stage drive anchoring in later decision-making, which led to lower hiring intentions of facially stigmatized versus equally qualified non-stigmatized applicants. Study 2 further investigates the partially blind interview technique to isolate these processes and to extend findings in a face-to-face (structured) interview setting. In addition, Study 2 provides evidence that interview bias against facially stigmatized applicants results from a lack of adjustment in the interviewers' decision-making process. We conclude with a discussion of implications for both research and practice.
Keywords
Structured interview, discrimination, heuristics, decision-making, EMPLOYMENT INTERVIEW, ORGANIZATIONAL JUSTICE, SELECTION DECISIONS, 1ST IMPRESSIONS, DISCRIMINATION, IMPLICIT, MODEL, NEED, CUES, CONSEQUENCES

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MLA
Buijsrogge, Alexander, et al. “Initial Impression Formation during the Job Interview : Anchors That Drive Biased Decision-Making against Stigmatized Applicants.” EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY, 2020, doi:10.1080/1359432X.2020.1833980.
APA
Buijsrogge, A., Duyck, W., & Derous, E. (2020). Initial impression formation during the job interview : anchors that drive biased decision-making against stigmatized applicants. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY. https://doi.org/10.1080/1359432X.2020.1833980
Chicago author-date
Buijsrogge, Alexander, Wouter Duyck, and Eva Derous. 2020. “Initial Impression Formation during the Job Interview : Anchors That Drive Biased Decision-Making against Stigmatized Applicants.” EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY. https://doi.org/10.1080/1359432X.2020.1833980.
Chicago author-date (all authors)
Buijsrogge, Alexander, Wouter Duyck, and Eva Derous. 2020. “Initial Impression Formation during the Job Interview : Anchors That Drive Biased Decision-Making against Stigmatized Applicants.” EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY. doi:10.1080/1359432X.2020.1833980.
Vancouver
1.
Buijsrogge A, Duyck W, Derous E. Initial impression formation during the job interview : anchors that drive biased decision-making against stigmatized applicants. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY. 2020;
IEEE
[1]
A. Buijsrogge, W. Duyck, and E. Derous, “Initial impression formation during the job interview : anchors that drive biased decision-making against stigmatized applicants,” EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY, 2020.
@article{8679024,
  abstract     = {The job interview is still one of the most widely used personnel selection tools that might, however, be prone to bias especially when stigmatized applicants are being evaluated. In response to the growing concerns regarding labour market shortages and adverse impact in personnel selection, we conducted two experimental studies that investigated potentially biasing effects of initial impression formation, its origin and development over two interview stages (i.e., rapport building and interview). Building on theory of heuristics, we considered effects of facial stigma, which are rarely investigated as a source of bias despite their prevalence. Using eyetracking methodology, Study 1 shows that cognitive (i.e., attention to visual and verbal information) and motivational (i.e., Need For Cognitive Closure) processes in the rapport-building stage drive anchoring in later decision-making, which led to lower hiring intentions of facially stigmatized versus equally qualified non-stigmatized applicants. Study 2 further investigates the partially blind interview technique to isolate these processes and to extend findings in a face-to-face (structured) interview setting. In addition, Study 2 provides evidence that interview bias against facially stigmatized applicants results from a lack of adjustment in the interviewers' decision-making process. We conclude with a discussion of implications for both research and practice.},
  author       = {Buijsrogge, Alexander and Duyck, Wouter and Derous, Eva},
  issn         = {1359-432X},
  journal      = {EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY},
  keywords     = {Structured interview,discrimination,heuristics,decision-making,EMPLOYMENT INTERVIEW,ORGANIZATIONAL JUSTICE,SELECTION DECISIONS,1ST IMPRESSIONS,DISCRIMINATION,IMPLICIT,MODEL,NEED,CUES,CONSEQUENCES},
  language     = {eng},
  title        = {Initial impression formation during the job interview : anchors that drive biased decision-making against stigmatized applicants},
  url          = {http://dx.doi.org/10.1080/1359432X.2020.1833980},
  year         = {2020},
}

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