Gender bias in recruitment and hiring practices at job fairs

Gender Bias in Job Fair

Summary, Conclusions, and Recommendations

Terminology and Definitions

Permission to Conduct Study

Transmittal Letter/Survey Instructions

Survey/Interview Questions

Gender Bias in the Recruitment Process at Job Fairs

Administrative Research Problem

Gender bias is problematic for organizations that wish to increase innovation and avoid legal problems due to their hiring practices. Federal law requires that organizations should not exclude persons in their hiring practices based on their gender, race, or ethnicity. Hiring must be based solely on the person's ability and suitability for the job. Avoiding bias helps organizations to increase innovation due to the different perspectives that each person will add to the organization. Bias in hiring practices can be intentional or unintentional. Regardless of the motive, it is necessary to avoid bias in hiring practices. This research intends to explore the question surrounding job fairs. The study will explore the question of whether bias exists during the recruitment process at job fairs.

Research demonstrates that gender bias is still a pervasive problem in the hiring process. In a study that manipulated two variables, job sex-type and candidate sex; it was found that gender played a significant role behind the hiring choices of organizations (Luzadis, Wesolowski, & Snavely, 2008). It appears that certain jobs are considered appropriate for males and others are considered appropriate for females. Job stereotyping may be directly linked to gender bias in the hiring process.

Another study examined the effects of employee race on hiring procedures using factors suitability such as cognitive ability, psychomotor ability, previous work experience, objective measures of performance, and other factors necessary to select sewing machine operators in the U.S.A. The dependent variable in the study was gender. This study focused on performance three months after hiring in an attempt to relate it to the selection process. It was found that race had an effect on the cognitive ability of the worker, however, psychomotor ability and previous work experience did not (Gardner & Deadrick, 2012). Only women were included in the study, largely because the only applicants were women. This suggests job stereotyping among sewing machine operators in the U.S.

Hausman, (2012) examined measures that Congress could take to reduce discrimination. The study found that Title VII of the Civil Right Act 1964 could do little to reduce unintentional bias in employment decisions. Anonymous hiring has been suggested as a solution to the problem, stripping resumes of all issues related to race or sex. Unconscious bias was found to be problematic, regardless of organizational intension to do away with it.

Research on gender bias in hiring practices has taken place in a number of different settings. It has been suggested that appearance is an important part of the hiring process. This research will explore gender bias as a factor in a specific setting. It will explore whether gender bias exists in hiring practices at job fairs. Research suggests that gender and other characteristics will play a role in hiring selection.

Research Objective

This study intends to provide practical information to hiring personnel and administrative staff to help them avoid gender bias in their hiring practices at job fair setting. This research will make them more aware of the problem and ways they can avoid the practice. The gender bias in hiring practices can have serious consequences, both professionally and legally. Federal law states that hiring process should be fair and equitable. The job fair setting provides a unique environment that is outside the office control and that holds the potential for gender bias to develop. This research will play an important role in the field, as it will fill the gap in the field of human resources. Consistency with hiring practices, it is essential to make certain that the setting does not influence the consistency and fairness of hiring practices. If gender bias is found, then this research will provide solutions to the problem. If gender bias at job fairs is not different from what is found in the office, then policies will be developed to correct the gender bias within job fairs. The results of this research will help professionals to avoid a potential threat to fairness in their hiring policies.

Research Questions

Question #1 Do the hiring practices that take place outside of the human resources office differ from those at a job fair?

Question #2 Are there differences between the effects of social facilitation on recruitment representatives at job fairs and human resources staff within firms?

Question #3 Do job fair participants perceive discriminatory practices or orientations when attending job fairs? If so what are the practices?

Question #4 Do company recruitment representatives perceive discriminatory practices at job fairs or at the firms represented at the job fairs? If so what are the practices?

The study will examine if hiring practices differ according to setting. This will allow the researcher to explore questions regarding the effects of social facilitation and the effectiveness of measures within the human resources office to help avoid gender bias.

Scope

The purpose of this research is to determine if hiring practices that take place outside of the human resources office differ from those that take place at a job fair. It will examine if hiring practices differ according to setting. This will allow the researcher to explore questions regarding the effects of social facilitation and the effective measures to avoid gender bias at job fair.

The study will focus on only a few companies and examine