Many colleges and universities now require faculty search committees to use rubrics when evaluating faculty job candidates, as proponents believe these "decision-support tools" can reduce the impact of bias in candidate evaluation. That is, rubrics are intended to ensure that candidates are evaluated more fairly, which is then thought to…

Job interviews are an integral component of the hiring process in most fields. Our research examines job interview performance of those with autism spectrum disorder (ASD) compared to neurotypical (NT) individuals. ASD and NT individuals were taped engaging in mock job interviews. Candidates were rated on a variety of dimensions by respondents who…

Associations between facial appearance and hiring decisions are well-documented within job literature as a source of decision misjudgment with economic and human costs. Notwithstanding, this aspect is yet to be investigated in healthcare. We collected 90 pictures of new-graduates nurses faces to be judged on different facial appearance-based…

This study explored potential biases in professional writing evaluation. An experiment was conducted in which individuals with hiring authority or influence at their workplace evaluated an email with multiple grammatical/typographical mistakes requesting that the reader make time to speak with the author. Participants were randomly assigned into…

Bias among faculty search committees has been considered a significant barrier to diversifying the professoriate. Given the traditional faculty hierarchy in academia, junior faculty search chairs may not have the positional power to challenge authority when confronted with bias or prejudice. Yet, search chairs are expected to ensure equitable…

Background: The lack of racial diversity in science, technology, engineering, and mathematics (STEM) disciplines is perhaps one of the most challenging issues in the United States higher education system. The issue is not only concerning diverse students, but also diverse faculty members. One important contributing factor is the faculty hiring…

How the labour market operates in an increasingly digital context has remained under-researched. The article explains why the digital labour market is in urgent need of study, as digitalisation transforms how labour markets are structured and shape the competition for jobs. Digital tools give job seekers new ways of describing themselves and give…

This study examines experiences with aesthetic bias as perceived by individuals with physical disabilities (i.e., vision, hearing, orthopedic/mobility). We used the concept of aesthetic bias to guide our quantitative and qualitative data analysis. A quantitative Needs Assessment Survey (NAS) gathered demographic information, degree of appearance…

Whilst extensive research has been undertaken concerning educational leadership and management, there is a paucity of scholarship regarding the merit-selection of school leaders other than principals. This is especially true of principal-led merit selection panels convened to recruit middle-level school leaders, namely deputy principals, assistant…

Various concerns regarding the vitality and racial/ethnic composition of the academic profession have prompted new study of faculty search committees and hiring paradigms, most notably examining the term "fit" in candidate appraisals. Yet no study utilizes a candidate evaluation framework to investigate whether or not faculty members…

With the rising price of college and anxiety about graduates' job prospects, the employability of graduates is a dominant narrative shaping postsecondary policy and practice around the world. Yet, completion and the acquisition of a credential alone do not guarantee employment, and research on hiring reveals its subjective aspects, particularly…

The present content analysis examines the coverage of theoretical and methodological problems with the Stanford prison experiment (SPE) in a sample of introductory psychology textbooks. Categories included the interpretation and replication of the study, variance in guard behavior, participant selection bias, the presence of demand characteristics…

Unobtrusively-gathered historical data documenting decisions made in the Navy's recruit classification process were utilized to determine whether there were significant differences between black and white classification interviewers in their treatment of black and white recruits. Decisions involving 17,752 recruits (2,413 black) and 46 classifiers…

The selection interview is a commonly used procedure for gathering applicant information upon which to base personnel decisions. Synder and Swann (1978) found that people tended to ask questions and generally seek information consistent with their initial beliefs about the person being interviewed. They suggested that this confirmatory questioning…

Interviewed 373 employers to assess their attitudes toward hiring persons with psychiatric disability. Concentrated on four major areas: symptomatology, work personality, work performance, and administrative concerns. Results suggested that employers differ in their level of concern based on industry type. Discusses implications for vocational…