Can group identity explain the gender gap in the recruitment process?

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dc.date.accessioned2023-02-17T12:28:17Z
dc.date.available2023-02-17T12:28:17Z
dc.date.issued2022-12-27
dc.description.sponsorshipGefördert im Rahmen des Projekts DEAL
dc.identifierdoi:10.17170/kobra-202302177507
dc.identifier.urihttp://hdl.handle.net/123456789/14425
dc.language.isoeng
dc.relation.doidoi:10.1111/irj.12392
dc.rightsNamensnennung-Nicht-kommerziell 4.0 International*
dc.rights.urihttp://creativecommons.org/licenses/by-nc/4.0/*
dc.subject.ddc370
dc.subject.swdGeschlechterpolitikger
dc.subject.swdArbeitsmarktger
dc.subject.swdHypotheseger
dc.subject.swdPersonalauswahlger
dc.titleCan group identity explain the gender gap in the recruitment process?eng
dc.typeAufsatz
dc.type.versionpublishedVersion
dcterms.abstractDespite evidence that the gender gap in the labour market favours men, aggregate findings from correspondence studies show that women are more likely than men to be invited for a job interview. We hypothesize that the predominance of women among recruiters may explain this somewhat puzzling finding; recruiters may favour applicants of their own gender. We use the data from a large-scale correspondence study to test this hypothesis. As expected, we find that female applicants are more likely to receive callbacks for interview. We also see that in our sample the majority of contact persons responsible for the recruitment process are female. More importantly, we find that if recruiter and applicant are of the same gender, then the likelihood that the applicant will be invited for an interview increases. These findings reveal the gender favouritism at the selection stage in the labour market.eng
dcterms.accessRightsopen access
dcterms.creatorAsanov, Igor
dcterms.creatorMavlikeeva, Maria
dcterms.source.identifiereissn:1468-2338
dcterms.source.issueIssue 1
dcterms.source.journalIndustrial Relations Journaleng
dcterms.source.pageinfo95-113
dcterms.source.volumeVolume 54
kup.iskupfalse

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