When your resume is (not) turning you down: Modelling ethnic bias in resume screening

By Eva Derous, A. Ryan. Human Resource Management Journal, 2018

109 citations recorded by the source corpus.

Resume screening is the first hurdle applicants typically face when they apply for a job. Despite the many empirical studies showing bias at the resume-screening stage, fairness at this funnelling stage has not been reviewed systematically. In this paper, a three-stage model of biased resume screening is presented. We first discuss relevant theoretical perspectives (e.g., job market signalling and impression formation theories) to explain why resume screening is vulnerable to biased decision-making and ethnic discrimination in particular. On the basis of the best available evidence, we consider contingencies of ethnic discrimination in the applicant, the decision-maker, and the broader context (e.g., organisation), as well as the effectiveness of interventions that might counter ethnic bias in resume screening. The paper ends with a critical agenda for further research and practice.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/7d824ab9c0dc5ce4ddfbcda1484a11df453d5cbb

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Citations in the corpus

Good Secretaries, Bad Truck Drivers? Occupational Gender Stereotypes in Sentiment Analysis (2019, background): “There is prior work on ethnic bias in such tools (Derous and Ryan, 2018), and we believe that there is significant value in exploring and characterizing gender biases in these systems.”