Implicit sources of bias in employment interview judgments and decisions

By Sharon L. Segrest Purkiss, Pamela L. Perrewé, Treena L. Gillespie, Bronston T. Mayes, Gerald R. Ferris. 2006

246 citations recorded by the source corpus.

Abstract This study empirically examined implicit sources of bias in employment interview judgments and decisions. We examined two ethnic cues, accent and name, as sources of bias that may trigger prejudicial attitudes and decisions. As predicted, there was an interaction between the applicant name and accent that affected participants’ favorable judgments of applicant characteristics. The applicant with the ethnic name, speaking with an accent, was viewed less positively by interviewers than the ethnic named applicant without an accent and non-ethnic named applicants with and without an accent. Furthermore, modern ethnicity bias had a negative association with the favorable judgments of the applicants, which, in turn, affected hiring decisions. Implications of the results, limitations of the study, and directions for future research are discussed.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/5978ad420a3f316a9fc0b534fad60870a77f7f22

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Citations in the corpus

Hiring Discrimination Against Arab Minorities: Interactions Between Prejudice and Job Characteristics (2009, methodology): “The MRS has successfully been adapted for use with studies not targeting African Americans, such as Hispanic Americans ( Purkiss, Perrewe, Gillespie, Mayers, & Ferris, 2006 ) and Australian Aboriginals ( Augostinos, Ahrens, & Innes, 1994 ).”
Why your stigma isn't hired : a dual-process framework of interview bias (2016, background): “Indeed, in the absence of valid predictors, interviewers may form first impressions based on irrelevant data from both overt cues (like candidate picture IDs or accent; Dipboye, Arvey, & Terpstra, 1977; Dipboye, Fromkin, & Wiback, 1975; Purkiss et al., 2006; Watkins & Johnston, 2000) and more subtle”
What Do We Want From Explainable Artificial Intelligence (XAI)? - A Stakeholder Perspective on XAI and a Conceptual Model Guiding Interdisciplinary XAI Research (2021, background): “One hope of establishing automated decision-processes was to make decisions less prone to human bias [129].”
The effect of Hispanic accents on employment decisions (2012, background): “Several studies (e.g. Hosoda and Stone-Romero, 2010; Purkiss et al., 2006) and the present study found that participants’ ethnicity did not interact with applicant accent to influence their judgments and evaluations of foreign-accented applicants.”