Osanami Törngren Sayaka, Schütze Carolin, Van Belle Eva, Nyström Marcus
Department of Global Political Studies, Malmö Institute for Studies of Migration, Diversity, and Welfare, Malmö University, Malmö, Sweden.
Brussels Institute for Social and Population Studies (BRISPO), Vrije Universiteit Brussel, Brussels, Belgium.
Front Sociol. 2024 Mar 7;9:1222850. doi: 10.3389/fsoc.2024.1222850. eCollection 2024.
A large body of research has established a consensus that racial discrimination in CV screening occurs and persists. Nevertheless, we still know very little about how recruiters look at the CV and how this is connected to the discriminatory patterns. This article examines the way recruiters view and select CVs and how they reason about their CV selection choices, as a first step in unpacking the patterns of hiring discrimination. Specifically, we explore how race and ethnicity signaled through the CV matter, and how recruiters reason about the choices they make.
We recorded data from 40 respondents (20 pairs) who are real-life recruiters with experiences in recruitment of diverse employees in three large Swedish-based firms in the finance and retail sector in two large cities. The participating firms all value diversity, equity and inclusion in their recruitment. Their task was to individually rate 10 fictious CVs where race (signaled by face image) and ethnicity (signaled by name) were systematically manipulated, select the top three candidates, and then discuss their choices in pairs to decide on a single top candidate. We examined whether respondents' choices were associated with the parts of the CV they looked at, and how they reasoned and justified their choices through dialog.
Our results show that non-White CVs were rated higher than White CVs. While we do not observe any statistically significant differences in the ratings between different racial groups, we see a statistically significant preference for Chinese over Iraqi names. There were no significant differences in time spent looking at the CV across different racial groups, but respondents looked longer at Polish names compared to Swedish names when presented next to a White face. The dialog data reveal how respondents assess different CVs by making assumptions about the candidates' job and organizational fit through limited information on the CVs, especially when the qualifications of the candidates are evaluated to be equal.
大量研究已达成共识，即简历筛选中的种族歧视确实存在且持续存在。然而，我们对招聘人员如何看待简历以及这与歧视模式有何关联仍知之甚少。本文探讨招聘人员查看和筛选简历的方式，以及他们对简历筛选选择的推理过程，作为剖析招聘歧视模式的第一步。具体而言，我们探究简历中所显示的种族和族裔如何产生影响，以及招聘人员如何为他们所做的选择进行推理。
我们记录了40名受访者（20对）的数据，这些受访者是在瑞典两大城市的金融和零售行业的三家大型公司中负责招聘不同员工的现实招聘人员。参与的公司在招聘中都重视多元化、公平性和包容性。他们的任务是分别对10份虚拟简历进行评分，其中种族（通过面部图像显示）和族裔（通过名字显示）被系统地操控，选出前三名候选人，然后两人一组讨论他们的选择，以确定唯一的最佳候选人。我们研究了受访者的选择是否与他们查看的简历部分相关，以及他们如何通过对话为自己的选择进行推理和辩护。
我们的结果表明，非白人简历的评分高于白人简历。虽然我们没有观察到不同种族群体之间的评分存在任何统计学上的显著差异，但我们发现对中国名字的偏好高于伊拉克名字，这具有统计学上的显著意义。不同种族群体查看简历所花费的时间没有显著差异，但当白人面孔旁边出现波兰名字与瑞典名字时，受访者看波兰名字的时间更长。对话数据揭示了受访者如何通过简历上有限的信息对候选人的工作和组织适应性做出假设，从而评估不同的简历，尤其是当候选人的资质被评估为相当时。
