Selection of gender‐incongruent applicants: No gender bias with structured interviews

Abstract

Research suggests that the use of structured interviews can reduce gender bias in hiring. However, studies have been limited to gender‐neutral professions or laboratory simulations. The current study evaluated two components of the structured interview in a field sample of 691 applicants interviewing for a male‐dominated position of public transit operator. Multilevel modeling results show no significant differences in ratings across applicant gender with this highly structured interview. This relation was found in individual interviewer ratings and consensus panel ratings, as well as irrespective of interviewer gender and interviewer participation in comprehensive versus minimal training in structured interviewing. This study provided a conservative test in a male‐dominated profession to further validate the value of the structured interview for promoting equal hiring practices.

The structured interview's resistance to gender discrimination under cognitive load

“…Our results suggest that structured interviews with structured rating scales may minimize discrimination, even when hiring for highly “gendered” job positions; and may be successful in minimizing discrimination even in the face of a strong experimental manipulation intended to mimic conditions that would otherwise encourage gender stereotyping. These results are largely consistent with previous evidence supporting the structured interview's resistance to discrimination (Levashina et al, 2014; McCarthy et al, 2010; Pogrebtsova et al, 2020).…”

“…On the whole, our results support the structured interview's general resistance to discrimination (in terms of rating scales), even when selecting for highly gendered jobs (Davison & Burke, 2000; Koch et al, 2015; Levashina et al, 2014; McCarthy et al, 2010; Pogrebtsova et al, 2020). Moreover, our results highlight the distinction that needs to be made between candidate ratings of specific competencies, global candidate ratings, and final hiring decisions, as the effects of discrimination were different for each of these outcomes.…”

“…Stereotypes undoubtedly exist (e.g., Eagly et al, 2019); however previous research suggests that the structured interview is fairly resistant to acts of employment discrimination (McCarthy et al, 2010; Pogrebtsova et al, 2020). Our studies build on previous findings by Pogrebtsova et al (2020) in two key ways.…”

“…However, despite continued research interest, employment discrimination persists to this day. To discourage acts of employment discrimination, a large body of work has promoted the use of structured interviews, which previous research supports as being relatively resistant to discrimination (Levashina et al, 2014; McCarthy et al, 2010; Pogrebtsova et al, 2020). For example, when examining individual ratings and panel consensus ratings for public transit operators, Pogrebtsova et al (2020) found that structured interviews were resistant to gender bias—even when hiring for a position that was largely dominated by men.…”

Psychological Benefits and Challenges of Ph.D. Entrance Exam Virtual Interviews During COVID-19 Pandemic: Does Gender Play a Role?

“…Previous research highlights the probable effects of gender and prior interview experience on interview procedures and outcomes ( Huffcutt et al, 2011 ; Robles et al, 2013 ; Pogrebtsova et al, 2020 ). For instance, interviewees will tend to speak in more depth and length when the interviewer is of the same gender and vice versa ( Alhojailan, 2020 ), which is a manifestation of the similarity-attraction paradigm ( Byrne, 1961 ) more tendency toward similarity.…”