Stereotyping and resume screening: The impact of implicit theory and a training intervention

Resume screening has been found to be subject to bias based on the presence of clues to the protected class status of the job applicant. Implicit person theory has been found to influence stereotyping and therefore was hypothesized to impact the use of protected class cues in the resume screening process. 150 managers and supervisors screened a resume that contained cues to the race of the applicant. They rated the applicant's desirability and personal characteristics. The participants' instructions for completing the experimental task included a treatment predicted to either increase (Rater Error Training) or decrease (implicit theory induction) the use of stereotypes. Results were analyzed for effects of stereotyping, implicit theory, and treatment. No bias was detected in the resume ratings, and neither treatment was found to significantly affect resume ratings. Possible explanations are discussed including diversity climate, public versus private sector, and external events that may have influenced participants.