Implicit associations in personnel selection: To what extent does ethnic stereotyping trigger the discrimination of ethnically diverse job candidates?

In her dissertation, Esther researches if attitudes toward minorities affect the selection of ethnically diverse job candidates. Her focus is on early personnel decisions, the so called personnel pre-selection. This pre-selection is often conducted by recruiters.

Recruiters have their own attitudes toward ethnically diverse candidates, but they also draw strong conclusions about the company’s preferences. Both sources might result in discriminatory personnel pre-selections. Additionally it is the question if own attitudes are shaped subsequently by the conclusions about the preferences.

Esther applies a mixed method approach with a strong focus on quantitative, experimental research designs to examine these research questions.