Fairness in Paper and Video Resume Screening

Recent technological developments have resulted in the introduction of a new type of resume, the video resume, which can be described as a video message in which applicants present themselves to potential employers. Research is struggling to keep pace with the speed with which these kind of new, internet-based technologies are adopted by organizations and applicants. Issues that need to be taken into account when introducing new technology in high-stakes selection include, among other things, their acceptability (i.e., perceived fairness) and possible unintended discriminatory effects (i.e., negative selection results for subgroups). In an attempt to fill this void, the fairness of paper and video resume screening is studied in four empirical studies presented in this dissertation. In doing so it aims to shed light on the existing differential job access between ethnic minority and majority job applicants, as well as to add to our understanding of the use of video resumes as a technol ogical innovation in personnel selection. The studies presented in this dissertation focus on perceptions of fairness (Chapter 3, 4 and 5) and factors related to differential selection outcomes for ethnic minority and majority applicants in paper and video resume screening (Chapter 2 and 5). In the introductory chapter, a description is first provided of paper and video resume screening in personnel selection. Subsequently an overview is given of the labor market position of ethnic minorities in Western countries. Lastly, the main research aims of this dissertation are provided, resulting in the formulation of specific research questions.