Potential Discrimination in Structured Employment Interviews

  title={Potential Discrimination in Structured Employment Interviews},
  author={Nicholas S Miceli and Michael G. Harvey and M. Ronald Buckley},
  journal={Employee Responsibilities and Rights Journal},
This experimental study examines the effects of bias toward persons with disabilities (PWDs) upon the employment interview decision process. The design and operationalization of the study permitted examination of the effects of specific disabilities, interview performance, and the resulting interaction between disability and interview performance, using 630 undergraduate students at a major university in the southwestern United States as subjects. The results indicate that (1) interview… 
The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities
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Findings showed that despite progressive legislation, people with disabilities experience barriers in the integration phase of employment, and to prevent barriers to employment, advertisements, application forms, interview venues and interview questions need to be accessible and appropriate for people with disability.
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Within the K-12 educational arena, interviews are a required component of the selection process and represent the most popular predictor for hiring teachers (Castetter & Young, 2000). Noticeably
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Justice and signalling theory were used to explain the effects of discriminatory interview questions on applicant reactions. Participants were randomly assigned to a hypothetical interview condition
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In the 20 years since frameworks of employment interview structure have been developed, a considerable body of empirical research has accumulated. We summarize and critically examine this literature
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Using mock job interviews and other employment role-play exercises as assessment and training tools for youth with physical disabilities and speech pathologists in the development of employment readiness programs that address voice clarity as a potential delivery issue are considered.
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Unfair discrimination in the employment interview: Legal and psychological aspects.
The psychological and legal literature concerning evidence of bias or unfairness in the employment interview with regard to blacks, females, handicapped persons, and the elderly is reviewed. This
Attitudes toward People with Disabilities and Judgments of Employment Potential
The relationship between employers' expressed attitudes toward people with disabilities and their impressions of the employment potential of female job applicants was investigated and it showed the applicants depicted as disabled were rated higher on the employment characteristics and management potential scales than the able-bodied applicant.
Structured Interviewing: Raising the Psychometric Properties of the Employment Interview.
A highly structured employment interviewing technique is proposed, which includes the following steps: (1) develop questions based on a job analysis, (2) ask the same questions of each candidate, (3)
Literature since the last comprehensive review of research on the employment interview is summarized, and suggestions for future studies in this area are described. Major changes in findings
The validity of employment interviews: A comprehensive review and meta-analysis.
This meta-analytic review presents the findings of a project investigating the validity of the employment interview. Analyses are based on 245 coefficients derived from 86,311 individuals. Results
Discrimination towards disabled people seeking employment.
A meta‐analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview*
A meta-analysis of the employment interview was carried out to investigate the impact of interview format (individual vs. board interviews) and interview structure (unstructured vs. structured) on
Work for Americans with Disabilities
The available data indicate that less than a third of disabled working-age adults are employed, and, when they are, they are paid lower wages. Their incomes are low even after including transfer
Judgements by health professionals of personal characteristics of people with a visible physical disability.
  • L. Gething
  • Psychology
    Social science & medicine
  • 1992
Bias against overweight job applicants in a simulated employment interview.
Results suggested that bias against hiring overweight job applicants does exist, especially for female applicants, and was most pronounced when applicants were rated by Ss who were satisfied with their bodies and for whom perceptions of their bodies were central to self-concept.