SA-P01-013-interactive - Job Analysis Bias and Discrimination: Overqualifying the job rather disqualifying the candidate.

Track:
Job analysis and competency modelling
What:
Interactive Poster Presentation
When:
1 hour 30 minutes
Where:
O'Brien Foyer
Discussion:
0
 
Employee Selection
Job analysis and competency modeling
SA-P01-013-interactive
Job Analysis Bias and Discrimination: Overqualifying the job rather disqualifying the candidate.
 
V. Angel 1,*, G. Herman 2
1université de Bordeaux (victoire), Bordeaux, France, 2université catholique de louvain, Louvain-la-neuve, Belgium
 
Content: Purpose
Researchers have demonstrated that discrimination is becoming more subtle, mostly based on the PJ misfit justification. Misfit justification supposed to maintain a gap between individuals’ qualities and job’s requirements. If candidates are strictly assessed by using highly validated selection’s tools, job’s requirements remain generally vague. This absence of an objective evaluation of job’s requirements allows for bias that could explain discrimination’s persistence.
Design/Methodology
In three studies we ask to participants to evaluate job’s requirements following presentation of candidates. Potential candidates were presented in each experimental condition as belonging either to the same group as participants or to another.
Results
The existence of a potential bias in job analysis was confirmed along our 3 study. Results show that when candidates were from the outgroup job requirements were assed higher than in case of a candidate from the ingroup. These main results were found for different social group in comparison along sex, nationality, disability.
Limitations
We failed to find consistent results about consequences of this bias on employment and perceived performance judgment. We should also better clarify the distinction between this process and the shifting standard model which is quite similar even if it based on a performance standard shift rather on a job analysis bias.
Research/Practical Implications
These results support the need for understanding of job analysis bias in order to improve selection process and diversity promotion in organization.
Originality/Value
Linking job analysis bias and consequences on selection process and discrimination may renew both job analysis and discrimination research. 
 
 
 
 
 

 
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