Comparison of the factors influencing interviewer hiring decisions for applicants with and those without disabilities

Hayes, Theodore L.; Macan, Therese Hoff

doi:10.1007/bf02195899

Cited by 21 publications

(12 citation statements)

References 23 publications

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“…Because of these concerns, applicants with disabilities may forego disclosure unless an accommodation is necessary, although they may also forego disclosure even if it means withholding accommodation requests (Gignac, Cao, & McAlpine, 2015;Jans et al, 2012;Santuzzi et al, 2014). Employees' concerns surrounding disclosure are valid; there is evidence that some managers discriminate against individuals with disabilities (Kaye et al, 2011) or make different employment decisions based on disability status (Premeaux, 2001; see also Hayes & Macan, 1997). However, managers may also react negatively to a late disclosure (Gold et al, 2012;Jans et al, 2012), even when Blate^simply means noting one's disability at the end of an 2 Given that managers underestimate the prevalence of workers with disabilities in applicant pools, it is not surprising that they also do so within their own organizations.…”

Section: Concern 1: the Number Of Qualified People With Disabilitiesmentioning

confidence: 99%

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

et al. 2019

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Despite legislation on diversity in the workplace, people with disabilities still do not experience the same access to work opportunities as do their counterparts without disabilities. Many employers have been shown to harbor sincere yet ill-founded views about the work-related abilities of people with disabilities; these negative views are often a result of interrelated concerns that permeate the entire employment cycle. In this paper, we provide evidence-based responses to 11 specific concerns that employers have about people with disabilities, from pre-employment and entry experiences to the final dissolution of the employment relationship. At each stage of the employment cycle, we summarize and evaluate the relevant empirical evidence and provide recommendations for organizations committed to creating more effective, equitable, and inclusive workplaces for all individuals. We also suggest avenues for future research.

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Section: Concern 1: the Number Of Qualified People With Disabilitiesmentioning

confidence: 99%

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

et al. 2019

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“…Various studies have investigated the influence of disability type on selection and hiring decisions and found applicants with a mental or psychological disability were judged more negatively than persons with physical, sensory, or cognitive disabilities (Dalgin & Bellini, 2008;Gouvier et al, 2003;Huang & Chen, 2015;Premeaux, 2001). In some studies, stigma dimensions such as origin (Reilly et al, 2006), course (Gouvier et al, 2003;Robinson, 2000), and aesthetic qualities (Hayes & Macan, 1997) were examined. For example, in experiments involving students, Reilly et al (2006) tested whether a structured interview format could improve perceived employability of persons with disabilities.…”

Section: Attributes Of Persons With Disabilities and Observers' Trementioning

confidence: 99%

On the treatment of persons with disabilities in organizations: A review and research agenda

Beatty

Baldridge

Boehm

et al. 2018

Human Resource Management

112

130

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Human resource practitioners play a crucial role in promoting equitable treatment of persons with disabilities, and practitioner's decisions should be guided by solid evidence‐based research. We offer a systematic review of the empirical research on the treatment of persons with disabilities in organizations, using Stone and Colella's seminal theoretical model of the factors influencing the treatment of persons with disabilities in work organizations, to ask: What does the available research reveal about workplace treatment of persons with disabilities, and what remains understudied? Our review of 88 empirical studies from management, rehabilitation, psychology, and sociology research highlights seven gaps and limitations in extant research: (a) implicit definitions of workplace treatment; (b) neglect of national context variation; (c) missing differentiation between disability populations; (d) overreliance on available data sets; (e) predominance of single‐source, cross‐sectional data; (f) neglect of individual differences and identities in the presence of disability; and (g) lack of specificity on underlying stigma processes. To support the development of more inclusive workplaces, we recommend increased research collaborations between human resource researchers and practitioners on the study of specific disabilities and contexts, and efforts to define and expand notions of treatment to capture more nuanced outcomes.

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“…Part of the confusion regarding initial impressions may result from a research stream that shows that pre‐interview information obtained before a face‐to‐face interaction influences hiring recommendations (Dipboye, 2005; Hayes & Macan, 1997; Macan & Dipboye, 1988). These pre‐interview impressions differ in two important ways from impressions formed during rapport building.…”

Section: Introductionmentioning

confidence: 99%

Candidate characteristics driving initial impressions during rapport building: Implications for employment interview validity

Barrick

Dustin

Giluk

et al. 2011

J Occupat & Organ Psyc

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We examine the antecedents impacting interviewers' initial impressions of candidates formed during the rapport-building stage of the interview and subsequent evaluations of answers to highly structured interview questions. Ratings for 130 mock interview candidates reveal a strong relationship between interviewers' initial impression of the candidate and their evaluations of candidate responses to structured questions. These initial impressions correspond with candidate extraversion and verbal skill, controlling for job qualifications. Interviewers' initial impressions mediate the effect of candidate characteristics, relevant for some jobs more so than others, on later evaluations. Thus, initial impressions formed during rapport building appear to influence subsequent evaluations whether they are clearly job-relevant or not. These findings have important implications for the validity of structured interviews.

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Comparison of the factors influencing interviewer hiring decisions for applicants with and those without disabilities

Cited by 21 publications

References 23 publications

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

On the treatment of persons with disabilities in organizations: A review and research agenda

Candidate characteristics driving initial impressions during rapport building: Implications for employment interview validity

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