Gender in Mock Hiring Decisions

Abstract

On the basis of reviewing three resumés, 80 college students (44 women, 36 men), role-playing as human resource managers, were asked to recommend a candidate for a sales position at a brokerage firm. The apparent gender of candidates for the position was manipulated by assigning names that were gender-ambiguous or gender-specific to a given resumé. Students were asked to select one of three candidates: (1) the most qualified, (2) the less qualified for whom gender was ambiguous, or (3) the less qualified who differed in gender from the most qualified. Students were also asked to select a second candidate for an interview for the job. Analysis indicated both men and women favored their own gender. Only 56% of these college students who were enrolled in psychology and business courses, which should serve as some foundation for a career in human resources, actually selected the most qualified applicant.