Anonymous résumés: An effective preselection method?

Alain Lacroux (alacroux@gmail.com) and Christelle Martin Lacroux (christelle.martin-lacroux@univ-grenoble-alpes.fr)
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Alain Lacroux: IDP - Institut du Développement et de la Prospective - EA 1384 - UVHC - Université de Valenciennes et du Hainaut-Cambrésis - IAE - Institut d'Administration des Entreprises - UPHF - Université Polytechnique Hauts-de-France
Christelle Martin Lacroux: CERAG - Centre d'études et de recherches appliquées à la gestion - UGA [2016-2019] - Université Grenoble Alpes [2016-2019]

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Abstract: During the preselection process, recruiters use cues from résumés to form attributions about applicants' suitability. They rely on visible characteristics (e.g., origin) that activate stereotypes that can lead to discriminatory decisions. The anonymization of application forms is a possible intervention to avert discrimination. The few studies on this topic led to inconsistent conclusions. The present study aims to extend previous findings by comparing decisions on anonymous and standard résumés that differ in quality. Recruiters (N = 1,031) assessed a series of application forms whose profile (Caucasian, Moroccan, overweight, normal stature) and résumé content (experience, spelling errors) differed. Results show that anonymous application forms are rated more severely than standard forms, and are effective in neutralizing discriminatory behaviors toward overweight applicants.

Date: 2019-12-10
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Published in International Journal of Selection and Assessment, 2019, 28 (1), pp.98-111. ⟨10.1111/ijsa.12275⟩

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Persistent link: https://EconPapers.repec.org/RePEc:hal:journl:hal-03699261

DOI: 10.1111/ijsa.12275

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