Derous Eva, Decoster Jeroen
Department of Personnel Management, Work, and Organizational Psychology, Faculty of Psychology and Educational Sciences, Ghent UniversityGhent, Belgium.
Thomas More University CollegeAntwerp, Belgium.
Front Psychol. 2017 Aug 10;8:1321. doi: 10.3389/fpsyg.2017.01321. eCollection 2017.
Anonymous resume screening, as assumed, does not dissuade age discriminatory effects. Building on job market signaling theory, this study investigated whether older applicants may benefit from concealing explicitly mentioned age signals on their resumes (date of birth) or whether more implicit/subtle age cues on resumes (older-sounding names/old-fashioned extracurricular activities) may lower older applicants' hirability ratings. An experimental study among 610 HR professionals using a mixed factorial design showed hiring discrimination of older applicants based on implicit age cues in resumes. This effect was more pronounced for older raters. Concealing one's date of birth led to overall lower ratings. Study findings add to the limited knowledge on the effects of implicit age cues on hiring discrimination in resume screening and the usefulness of anonymous resume screening in the context of age. Implications for research and practice are discussed.
正如所假设的那样，匿名简历筛选并不能消除年龄歧视的影响。基于就业市场信号理论，本研究调查了年长求职者是否可以通过在简历中隐瞒明确提及的年龄信号（出生日期）而受益，或者简历上更隐晦/微妙的年龄线索（听起来较年长的名字/老式课外活动）是否会降低年长求职者的可雇佣性评级。一项针对610名人力资源专业人员的实验研究采用混合因子设计，结果表明在简历筛选中存在基于隐性年龄线索对年长求职者的招聘歧视。这种影响在年长的评估者中更为明显。隐瞒出生日期会导致总体评级较低。研究结果增加了我们对隐性年龄线索在简历筛选中对招聘歧视影响的有限认识，以及匿名简历筛选在年龄背景下的有用性。文中讨论了该研究对研究和实践的启示。
