While most research on the impact of race on employment evaluations has focused on non-Blacks' perceptions of hiring decisions, the current study extends existing research by focusing on such perceptions in a Black sample. Relying on similarity theory and identity theory, this study hypothesized that the selection-related decisions made by Black raters would be influenced by perceived similarity and elements of Black identity. Specifically, it was proposed that Black identity, as measured by the model of racial identity, would moderate the relationship between perceived similarity and recommendations to interview and hire job applicants. The results provided partial support for a “similar to me” effect for Black raters but failed to support the hypothesized moderation.
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