Gendered Performances in Employment Interviewing: Interpreting and Designing Communication Research

Abstract

The manuscripts included in the forum challenge readers to reconsider taken for granted assumptions about the nature of bias against women and minority applicants in employment interviewing. Amber Kinser's piece addresses how fundamental questions associated with research on gender and interviewing might be inherently biased. Similarly, Patrice Buzzanell extends the discussion of employment interviewing bias beyond gender and race to also include issues such as applicant sexual orientation. The two papers included in this forum were presented as part of a panel on employment interviewing at the 2001 National Communication Conference.

Using Antenarrative to Uncover Systems of Power in Mid-20th Century Policies on Marriage and Maternity at IBM

“…Examining contemporary TPC documents for bias (i.e., operational ideologies, or "ideological framing", (Boje, 2007, p. 235), governed by cultural, social, economic, or political pressures and assumptions) can be difficult because of the researcher's immersion in similar cultures and the inability to see what may be offensive without a retrospective lens. Kinser (2002) noted "that gendered assumptions are so firmly planted in current social life that . .…”

17. Functional forms of competence: Interviewing

“…Conversely, the interviewer seeks to gather as much information as possible in order to make his/her own evaluation of the merits of each applicant. Further, applicants may utilize the interview to obtain additional information about the nature of the job and those they would be working with, and also the climate and culture of the organization (Jablin 1987;Kinser 2002). Similarly, the interviewer may provide additional information to the applicants to promote the job and/or the organization.…”

“…Third, roles and expectations are clearly defined prior to an interview (Kinser 2002). Considering the first two aspects, this one is particularly unique.…”

“…Although the empirical literature derived from management and psychology suggests that structured interviews are ideal, communication scholars have questioned the supposed unbiased nature of highly structured interviews (Buzzanell 1999;Kinser 2002). Whereas structured interviews are often used in order to remove bias and create an equal playing field (Buzzanell 1999), this format also operates on assumptions that ideal applicants will demonstrate "task orientation, self-promotion, and competition" (Kinser 2002: 249).…”

The Effect of Race and Expertise on Source Credibility Ratings While Considering Resumes

“…Interviews provide both the candidate and the potential employer with the opportunity to ''sell themselves'' to each other and determine if together, they will produce a ''right fit'' (Kinser, 2002). Despite the power of the employment interview, many potential candidates fail to make it past the initial screening process, which is creating interest via the resume document.…”