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Justifications for ratings of old and young job applicants: an exploratory content analysis.

This study explored the content of 324 managers' written statements justifying their ratings of a hypothetical older or younger job applicant's interpersonal skills, economic worth, and likelihood of being interviewed for an upper level clerical position. Age-related concerns were more often elicited in rating the older applicant than the younger applicant, and importantly, most of these concerns were related to economic issues. Implications for these findings for research and practice are discussed.

Adult↗

PubMed1994

Bias against overweight job applicants in a simulated employment interview.

This study assessed whether moderately obese individuals, especially women, would be discriminated against in a mock employment interview. Potential confounding factors were controlled by having 320 Ss rate videotapes of a job interview that used the same professional actors appearing as normal weight or made up to appear overweight by the use of theatrical prostheses. Results suggested that bias against hiring overweight job applicants does exist, especially for female applicants. Bias was most pronounced when applicants were rated by Ss who were satisfied with their bodies and for whom perceptions of their bodies were central to self-concept. The decision not to hire an obese applicant was, however, only partially mediated by personality attributions. Implications and limitations of these results are discussed.

Adolescent↗

PubMed2000

Pre-employment decision trees: job applicant self-election.

Human resource administration is an instrumental factor in determining the degree of organizational success. This is especially true in the labor-intensive health care industry, which uses teams of health care providers to deliver treatment and services. A key function of human resource management is recruiting, since the quality of health care treatment is positively correlated with the quality of employees. Therefore, the recruiting function can consume a disproportionate share of organizational resources. This article discusses how managers can reduce the amount of resources spent dealing with inappropriate job applicants by using the Pre-Employment Decision Tree, which directs pre-applicants to self-elect to apply or not apply, given the degree of fit between the pre-applicant and the organization.

Decision Trees↗

PubMed1999