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Unconscious bias against introverts in the recruitment and selection process

Braathen, Vilde Marie Lie; Sørensen, Martine Waller
Master thesis
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URI
http://hdl.handle.net/11250/2476237
Date
2017
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  • Master of Science [1525]
Abstract
The current study is an attempt to expand upon the limited research area of

unconscious bias against certain personality types that may emerge during the

employment interview. We proposed that an extraverted personality type would be

favoured in the employment interview, and this was based on the notion that the

interview situation, which is inherently a social interaction, is arguably better suited

for an extraverted personality type than an introverted personality type. By means

of a quantitative study - in which data was collected through an online survey, and

then analysed using multivariate analysis of variance - we attempted to examine the

extent to which such an unconscious bias against the introverted personality type

actually exists, and whether degree of interview structure can be employed as a

means to reduce the effect of such an unconscious bias. Moreover, given that HR

and recruitment personnel are trained to ignore irrelevant cues about personality,

we also wanted to examine this further by comparing the ratings of a HR and

recruitment personnel group with a general population group. The results of the

study gave no direct indication of the existence of such an effect of unconscious

bias against introverts; however, we found evidence suggesting that the use of a

structured interview was beneficial regardless of personality type. As for the two

experimental groups, the results indicated that the HR and recruitment personnel

are more balanced in their ratings across the experimental conditions, whereby the

general population seem more likely to be influenced by irrelevant personality cues.

The implications of the study for theory and practice, potential weaknesses, and

suggestions for future research are discussed.

Keywords: unconscious bias, personality, personality attributions, social

stereotypes, Five-Factor Model, introversion, extraversion, employment interview,

structured interview, unstructured interview, job analysis, recruitment and

selection, impression management
Description
Masteroppgave(MSc) in Master of Science in Leadership and Organizational Psychology - Handelshøyskolen BI, 2017
Publisher
BI Norwegian Business School

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