Group Recruiting Events and Gender Stereotypes in Employee Selection*

Abstract

This paper reports the results of multiple studies that together provide converging evidence in support of the theory that gender stereotypes bias employee selection during group recruiting events. Specifically, we predict and find that female (male) job candidates who exhibit stereotypically male behaviors receive lower (higher) evaluations during group recruiting events, particularly among male recruiters. Prior research suggests gender stereotypes do not bias employee selection during one-on-one interviews. However, our results suggest that evaluating job candidates in the more social context of group events can have important unintended consequences on employee selection, a key component of the accounting control environment. Given the importance of group recruiting events to inform hiring decisions across organizations such as investment banks and public accounting firms, our results contribute to a better understanding of survey and field evidence suggesting that entry-level male and female employees have different personalities at these organizations, which appear to influence their career trajectories.

We're in This Together: The Motivational Effects of Tangible Rewards in a Group Setting*

“…findings beyond a tournament setting and to address any limitations from conditioning H2 on a measured variable (Fanning et al 2021) by directly manipulating relationship quality in a scenario-based experiment.…”

“…The primary purpose of Experiment 3 is to provide more precise process evidence in support of the theory underlying our hypotheses. Secondary purposes of Experiment 3 are to generalize our findings beyond a tournament setting and to address any limitations from conditioning H2 on a measured variable (Fanning et al 2021) by directly manipulating relationship quality in a scenario‐based experiment.…”

Makna Investasi Berdasarkan Mental Accounting Dan Gender

“…Tujuan wawancara yang dimaksud agar partisipan dapat men jelaskan empat hal dalam setiap pengalaman, antara lain seperti tema pengalaman yang diceritakan, tantangan dalam pengalam an tersebut, cara partisipan menghadapi situa si tersebut, dan bagaimana hasilnya. Empat inti wawancara di atas biasa dikenal dengan metode STAR yang merupakan kepanjangan dari Situation, Task, Attitude, dan Result (Co hen et al, 2020;Fanning et al, 2021).…”

The (Lack of) Progress in Accountancy Professionalisation: Insights from Non‐accountants in Portugal

“…Social hierarchies are omnipresent in everyday social interactions and influence individual perceptions about others (e.g., Magee and Galinsky 2008;Fiske 2010b). This suggests a possible influence of the social standing of accountants on their stereotypes, which may consequently impact recruitment processes, vocational choices, job satisfaction and the profession's success in general (Smith and Briggs 2000;Friedman and Lyne 2001;Jeacle 2008;He et al 2019;Fanning et al 2021;Jackson et al 2023). Whilst the stereotypes of accountants have stimulated many studies, the knowledge of how accountants are perceived by lay society regarding relevant variables for social hierarchy and whether these variables influence their stereotypes is quite limited but important for a better understanding of the relevance of the social dimension to the profession's success.…”