Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/233030
Authors: 
Veit, Susanne
Arnu, Hannah
Stasio, Valentina Di
Yemane, Ruta
Coenders, Marcel
Year of Publication: 
2021
Citation: 
[Journal:] Personality and Social Psychology Bulletin [ISSN:] 1552-7433 [Publisher:] Sage [Place:] Thousand Oaks, CA [Year:] 2021 [Issue:] OnlineFirst Articles
Abstract: 
We tested whether signaling warmth and competence (“Big Two”) in job applications increases hiring chances. Drawing on a field experimental data from five European countries, we analyzed the responses of employers (N = 13,162) to applications from fictitious candidates of different origin: native candidates and candidates of European, Asian, or Middle-Eastern/African descent. We found that competence signals slightly increased invitation rates, while warmth signals had no effect. We also found ethnic discrimination, a female premium, and differences in callbacks depending on job characteristics. Importantly, however, providing stereotype signals did not reduce the level of ethnic discrimination or the female premium. Likewise, we found little evidence for interactions between stereotype signals and job demands. While speaking against the importance of “Big Two” signals in application documents, our results highlight the importance of group membership and hopefully stimulate further research on the role of in particular ethnic stereotypes for discrimination in hiring.
Subjects: 
stereotypes
hiring discrimination
field experiment
ethnic minorities
Persistent Identifier of the first edition: 
Creative Commons License: 
https://creativecommons.org/licenses/by/4.0/
Document Type: 
Article
Document Version: 
Published Version

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