Unfair discrimination in the employment interview: Legal and psychological aspects.

Arvey, Richard D.

doi:10.1037/0033-2909.86.4.736

Cited by 224 publications

(145 citation statements)

References 69 publications

(80 reference statements)

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“…In a seminal review article on discrimination in the employment interview, Arvey (1979) reviewed court cases up to that time. He found that although very few cases dealt with age discrimination, stereotyping and differential interviewer behavior were two possible processes that might contribute to differential evaluation of applicants.…”

Section: Findings Within Field Researchmentioning

confidence: 99%

Review of Research on Age Discrimination in the Employment Interview

Morgeson

Reider²,

Campion

et al. 2008

J Bus Psychol

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This paper reviews the research literature on age discrimination in the employment interview and related contexts. Twenty one studies were identified which explored whether age discrimination occurs within the context of the employment interview since the Age Discrimination in Employment Act was put into law. Sixteen studies were conducted in laboratory settings. It was concluded that evidence of age discrimination in the employment interview is commonly observed in laboratory studies which do not assess the influence of other job-relevant characteristics. Laboratory studies may create too much artificiality, where the impact of qualifications is artificially minimized and the impact of irrelevant factors like age are maximized. Only 5 of the 21 studies were conducted in the field, but they found far less consequential age discrimination in the employment interview.The passing of the Age Discrimination in Employment Act (ADEA) in 1967 has resulted in a wide variety of research into how age might impact decisions in the employment setting. For example, scholars have examined how age affects actual job performance, the nature of age stereotypes in the work setting, how age might impact performance ratings, and how age relates to recruitment, selection, and promotion decisions. This paper focuses on a subset of this research by reviewing the research literature on how applicant age might affect outcomes in the employment interview. This paper presents a narrative review of this area of research in order to summarize findings for both researchers and practitioners. This method is used to identify and explain the reasons why some studies find the occurrence of age discrimination in the employment interview context when others do not. We begin with a discussion of the methodology used to identify and select articles to be covered in the present review. This is followed by a narrative summary of key articles. We organize key research findings by first presenting lab findings and then results from field research. A chronological list of the empirical articles reviewed, and their major features, is contained in Table 1. We conclude this paper by discussing the research and practical implications. Review MethodologySeveral different means were utilized to locate relevant articles. First, the reference lists of the last four major reviews of the employment interview were searched (Arvey and Campion 1982;Harris 1989;Posthuma et al. 2002;Schmitt 1976) covering the period of time since the ADEA was passed in 1967. Second, all empirical articles in the most recent review (Posthuma et al. 2002) were manually searched to identify any studies that concern age discrimination. Third, a computer search of the published

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Section: Findings Within Field Researchmentioning

confidence: 99%

Review of Research on Age Discrimination in the Employment Interview

Morgeson

Reider²,

Campion

et al. 2008

J Bus Psychol

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“…One of their goals has been to determine the reliability and validity of hiring decisions and to discover the various variables that influence these choices (e.g., Arvey, 1979;Arvey & Campion, 1982;Binet, 1911;Dipboye, 1982;Dunnette & Borman, 1979;Wagner, 1949). Unfortunately, the popularity of the question is not reflected in the definitiveness of available answers.…”

mentioning

confidence: 99%

Orientations toward personnel selection: Differential reliance on appearance and personality.

Snyder¹,

Berscheid²,

Matwychuk³

1988

Journal of Personality and Social Psychology

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In two studies we examined the hypothesis that the psychological construct of self-monitoring would identify people who adopt distinctly different strategies in personnel selection. In both experiments, undergraduates examined information about the physical appearance and personalities of two applicants for a specific job and then decided which applicant should receive a job offer. In Study 1 information about the applicants' physical attractiveness and job-appropriate dispositions was varied. In Study 2 job appropriateness of the applicants' physical appearance and of their personalities were both varied. In each study, high self-monitoring individuals placed greater weight on information about physical appearance than did low self-monitoring individuals. By contrast, low self-monitoring individuals put greater weight on information about personal dispositions than did high selfmonitoring individuals. We discuss the implications for understanding personnel selection as well as for decision making in interpersonal contexts.Some of the most important and consequential decisions in people's lives are made by other people. Who to befriend or avoid, marry or divorce, acquit or convict, hire or fire are all decisions about others with potentially significant consequences. A natural concern, therefore, is how these decisions are made. Recent research strongly suggests that people adopt systematically different approaches to gathering, weighing, and acting on information about other people when initiating personal relationships. At least one set of differing orientations may be identified with stable differences between individuals in their self-monitoring propensities (Glick, 1985;Omoto, DeBono, & Snyder, 1987;Snyder, Berscheid, & Glick, 1985). These investigations on the initiation of romantic relationships were guided by the psychological construct of self-monitoring (see Snyder, 1979Snyder, , 1987.High self-monitoring individuals typically strive to be the type of person called for by each situation in which they find themselves and thus are particularly sensitive and responsive to interpersonal and situational specifications of behavioral appropriateness; they use this information to monitor and control the images of self that they project to others in social situations. As investigations on the initiation of personal relationships indicate, high self-monitoring individuals also appear to carry this concern with their own public appearances to a concern with the images conveyed by people with whom they may be

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“…We found that when the gender of the applicants was different from that of the interviewers' they had a higher interview score. In some studies women applicants were scored lower than men by both male and female interviewers, 38 and in other studies female applicants were scored higher than male applicants during the interview process. 39 This finding has an important implication as it addresses the need to have more studies on the impact of gender on selection, but mainly on how to build assessment committees and improve methodologies that involve external examiners such as interviews and MMI.…”

Section: 37mentioning

confidence: 97%

Associations Between the Big Five Personality Traits and a Medical School Admission Interview

et al. 2016

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Introduction: Personality has became popular in medical student's selection. However, few research exists about the association between the big five personality traits and the existent medical school selection tools. Our aim was to study which personality traits were selected by a medical school admission interview. Material and Methods: One hundred ninety four graduate applicants that had applied to the Faculty of Medicine of the University of Porto through the graduate entry approach, after ranked on previous achievement, were interviewed between the academic years of 2011 and 2013. From these, 181 (93.3%) answered to the NEO Five-Factor Inventory that assesses high order personality traits of openness to experience, conscientiousness, extraversion, agreeableness and neuroticism. Admission interview corresponded to the second phase of the seriation process. Every applicant was interviewed and scored by three interviewers on seven dimensions asesssed by Lickert scale (1-10). Interview score was the sum of the dimensions. Linear mixed effects model and respective regression coefficients were used to estimate the association between personality traits from each interviewer's score. Final models were adjusted for gender, interviewers and previous achievement.Results: Openness to experience (Beta = 0.18: CI 95%: 0.05; 0.30) had the strongest association with interview score followed by the interaction effect between the extraversion and conscientiousness traits (Beta = 0.14; CI 95%: 0.02; 0.25). Also, applicants scored higher when their gender was opposite to the interviewers. Discussion: Previous achievement and interview score had no association. Conclusion: Our admission interview selected different personality traits when compared to other selection tools. Medical schools should be aware of the implications of the adopted selection tools on the admitted medical student's personality because it can help providing beneficial interventions.

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Unfair discrimination in the employment interview: Legal and psychological aspects.

Cited by 224 publications

References 69 publications

Review of Research on Age Discrimination in the Employment Interview

Review of Research on Age Discrimination in the Employment Interview

Orientations toward personnel selection: Differential reliance on appearance and personality.

Associations Between the Big Five Personality Traits and a Medical School Admission Interview

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