Department of Psychological and Behavioural Science, London School of Economics, London, United Kingdom.
BlackThrive Global, London, United Kingdom.
PLoS One. 2023 Mar 9;18(3):e0280596. doi: 10.1371/journal.pone.0280596. eCollection 2023.
Audit studies demonstrate that unemployed people are less likely to receive a callback when they apply for a job than employed candidates, the reason for this is unclear. Across two experiments (N = 461), we examine whether the perceived competence of unemployed candidates accounts for this disparity. In both studies, participants assessed one of two equivalent curriculum vitae's, differing only on the current employment status. We find that unemployed applicants are less likely to be offered an interview or hired. The relationship between the employment status of the applicant and these employment-related outcomes is mediated by the perceived competence of the applicant. We conducted a mini meta-analysis, finding that the effect size for the difference in employment outcomes was d = .274 and d = .307 respectively, while the estimated indirect effect was -.151[-.241, -.062]. These results offer a mechanism for the differential outcomes of job candidates by employment status.
审计研究表明，失业人员在申请工作时，接到回复的可能性低于在职候选人，其原因尚不清楚。在两项实验中（N=461），我们研究了失业候选人的感知能力是否解释了这种差异。在两项研究中，参与者评估了两份完全相同的简历，唯一的区别在于当前的就业状况。我们发现，失业申请人获得面试或录用的机会较少。申请人的就业状况与这些与就业相关的结果之间的关系，受到申请人感知能力的影响。我们进行了一个小型元分析，发现申请人就业结果差异的效应大小分别为 d=0.274 和 d=0.307，而估计的间接效应为-.151[-.241，-.062]。这些结果为就业状况不同的求职者的不同结果提供了一种解释。
