Department of Psychology, Rice University, Houston, TX 77005, USA.
Rehabil Psychol. 2010 Feb;55(1):68-73. doi: 10.1037/a0018546.
Although general attitudes toward individuals with disabilities are often positive, these perceptions do not always lead to equal footing in the hiring process. This study examined stereotypes of job applicants perceived to be blind and the role of applicant blindness in hireability ratings made by human resource managers. Specifically, we highlighted a unique challenge for individuals who cannot see: the visual formatting of resumes.
Human resource managers (N = 249) evaluated the visually formatted or unformatted resumes of hypothetical job applicants who were portrayed as blind or sighted and rated applicant hireability and personality characteristics.
Although applicants perceived to be blind were perceived as more conscientious and agreeable by human resource managers, these positive evaluations did not translate into favorable hireability evaluations.
Because human resource managers severely penalize applicants who do not attend to visual, nonfunctional resume presentation, applicants who cannot see are apt to find themselves disadvantaged in the hiring process. The implications of these findings for organizations, job seekers, and rehabilitation professionals are discussed.
尽管人们对残疾人的总体态度往往是积极的，但这些看法并不总是能在招聘过程中带来平等的地位。本研究考察了对被认为是盲人的求职者的刻板印象，以及人力资源经理对求职者可雇佣性评分中申请人失明的作用。具体来说，我们强调了对于看不见的人来说一个独特的挑战：简历的视觉格式。
人力资源经理（N=249）评估了具有视觉格式或无格式的虚构盲人和视力正常的求职者的简历，并对求职者的可雇佣性和个性特征进行了评分。
尽管被认为是盲人的求职者被人力资源经理认为更有责任心和更友善，但这些积极的评价并没有转化为有利的可雇佣性评价。
由于人力资源经理严重惩罚那些不注意视觉、非功能性简历呈现的求职者，因此看不见的求职者在招聘过程中很可能处于不利地位。这些发现对组织、求职者和康复专业人员的意义进行了讨论。
