Video résumés portrayed: findings and challenges

Recent technological developments and the increased use of internet-based applications have resulted in the emergence of so-called video résumés. This chapter first presents the characteristics of video résumés as a selection instrument by comparing the instrument with other, related selection tools, like the job interview. The chapter proceeds with a review of existing research on video résumés and ends with an agenda for future research

When job ads turn you down : how requirements in job ads may stop instead of attract highly qualified women

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Documenting the adverse impact of resume screening: degree of ethnic identification matters

We investigated adverse impact of resume screening taking into account the intersectionality of minority characteristics. A correspondence audit test showed hiring discrimination depended on the strength of applicants’ ethnic identification. The odds for rejection were 4-6 times higher for resumes with ethnic minority identifiers (Arab names; Arab affiliations) when compared to ethnic majority identifiers (Dutch names; Dutch affiliations). Sex moderated the ethnicity effect but the particular effect (ethnic prominence; double jeopardy against females or males) depended on the type and degree of ethnic identification, lending support for a within-category approach to study ethnic prejudice. The four-fifths rule resulted in similar findings. Theoretical implications regarding the intersectional effects of minority characteristics and practical implications regarding ways to avert adverse impact during resume-screening are discussed