Fairness Perceptions of Video Resumes among Ethnically Diverse Applicants

Abstract

This study investigated ethnic majority and minority applicants' fairness perceptions (N = 445) of video resumes, compared with paper resumes. Additionally, the moderating effect of minorities' ethnic identity and language proficiency on fairness perceptions of video/paper resumes was studied. Despite discriminatory concerns, ethnic minority applicants perceived the fairness of video resumes equally or more positively when compared with ethnic majority applicants, and when compared with paper resumes. Minorities' ethnic identity was positively related to fairness perceptions of resumes. Furthermore, language proficiency was a significant moderator: Higher proficiency was related to higher fairness perceptions of paper resumes. The implication is suggested that ethnic minority applicants may prefer a more personalized way of applying (video resume), instead of less personalized ways.

Documenting the Adverse Impact of Résumé Screening: Degree of ethnic identification matters

“…Correspondence tests are unobtrusive measures and hence powerful methods to register labor market discrimination, but somewhat limited in that they only record callbacks and do not provide further insight as to why. Also, recruiters screened ‘paper people.’ This has been criticized, but is what recruiters most often do when they initially screen ‘real’ applicants either by means of paper résumés or video résumés (e.g., Hiemstra, Derous, Serlie, & Born, ). Whereas previous studies mainly tested students we investigated real recruiters, thereby enhancing the ecological validity of our study findings.…”

Discrimination due to Ethnicity and Gender: How susceptible are video‐based job interviews?

“…The results of research conducted in the Netherlands demonstrate substantive evidence for discrimination toward applicants of Arab origin (e.g., Derous, Nguyen, & Ryan, ; Derous, Ryan, & Nguyen, ; Hiemstra, Derous, Serlie, & Born, ). For instance, Derous and Ryan () illustrated that the rejection rate was 4.86 times higher for applicants bearing an Arab name than for Dutch.…”

The Resume Research Literature: Where Have We Been and Where Should We Go Next?

“…Research conducted in the Netherlands with a sample of 445 unemployed job applicants has demonstrated that video-based resumes appear to have some benefits regarding applicant perceptions as they are considered by applicants (regardless of their ethnicity) to be fairer than traditional, paper-based resumes (Hiemstra, Derous, Serlie, & Born, 2012). However, laboratory research using an undergraduate sample suggested that evaluations of applied social skills and mental capabilities of applicants were lower when those evaluations were based solely on video resumes as opposed to when those evaluations were based solely on paper resumes (Waung, Hymes, & Beatty, 2014).…”