Making Those Who Cannot See Look Best: Effects of Visual Resume Formatting on Ratings of Job Applicants With Blindness
Making Those Who Cannot See Look Best: Effects of Visual Resume Formatting on Ratings of Job Applicants With Blindness
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DOI：
10.1037/a0018546
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发表时间：
2010-02-01
影响因子：
2.7
通讯作者：
Hebl, Michelle R.
中科院分区：
文献类型：
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作者：
Wang, Katie;Barron, Laura G.;Hebl, Michelle R.
目的：虽然对残疾人的一般态度往往是积极的，但这些看法并不总是导致在招聘过程中的平等地位。本研究探讨了求职者被认为是盲人的刻板印象和求职者失明的作用，由人力资源经理的可雇用性评级。具体来说，我们强调了一个独特的挑战，个人谁不能看到：简历的视觉格式。设计图：人力资源经理（N = 249）评估的视觉格式化或非格式化的简历的假设求职者被描绘成盲人或视力和申请人hireability和个性特征的评级。结果如下：虽然被认为是盲人的申请人被认为是更认真和愉快的人力资源经理，这些积极的评价并没有转化为有利的可雇用性评价。结论：因为人力资源经理会严厉惩罚那些不注意视觉的、非功能性的简历展示的申请人，所以那些看不见的申请人很容易发现自己在招聘过程中处于不利地位。这些研究结果对组织，求职者和康复专业人员的影响进行了讨论。
Objective: Although general attitudes toward individuals with disabilities are often positive, these perceptions do not always lead to equal footing in the hiring process. This study examined stereotypes of job applicants perceived to be blind and the role of applicant blindness in hireability ratings made by human resource managers. Specifically, we highlighted a unique challenge for individuals who cannot see: the visual formatting of resumes. Design: Human resource managers (N = 249) evaluated the visually formatted or unformatted resumes of hypothetical job applicants who were portrayed as blind or sighted and rated applicant hireability and personality characteristics. Results: Although applicants perceived to be blind were perceived as more conscientious and agreeable by human resource managers, these positive evaluations did not translate into favorable hireability evaluations. Conclusion: Because human resource managers severely penalize applicants who do not attend to visual, nonfunctional resume presentation, applicants who cannot see are apt to find themselves disadvantaged in the hiring process. The implications of these findings for organizations, job seekers, and rehabilitation professionals are discussed.