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首页> 外文期刊>Sex roles >When Job Ads Turn You Down: How Requirements in Job Ads May Stop Instead of Attract Highly Qualified Women
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When Job Ads Turn You Down: How Requirements in Job Ads May Stop Instead of Attract Highly Qualified Women

机译：求职广告让你失望：如何停止工作广告的要求，而不是吸引高素质的女性

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摘要

Qualification-based targeted recruitment strategies aim to increase the number of qualified applicants from certain social groups, such as women. Typically, such strategies assume that individuals are more likely to apply for a job when they possess the requirements needed for that job. However, how job seekers react to requirements in job ads is not often considered and is explored in the present study. In two experimental studies with Belgian university students we investigated whether person requirements about which women have negative meta-stereotypes (like the trait of emotionality) and the way such requirements are formulated in job ads (i.e., using trait-like adjectives, “You are calm/not nervous,” or behavior-like verbs, “You remain calm in stressful situations”) affected women’s job attraction and decision to apply. A repeated measures ANOVA showed that job attraction was lower if women held negative meta-stereotypes about required personality traits in job ads (Study 1; 218 women; M ~(age)? = ?23.44?years , range?=?21–42; 97% ethnic majorities). Moreover, qualified women applied to a lesser extent if a negatively meta-stereotyped trait was worded in a trait-like way than when it was worded in a behavior-like way (Study 2; n ?=?183; M ~(age)? = ?23.68?years , range?=?21–44; 58% women; 97% ethnic majorities). A practical implication is that recruiters should be sensitive to how they formulate job ads if they wish to attract a highly qualified and gender-diverse applicant pool.
机译：基于资格的有针对性的招聘战略旨在增加某些社会群体等合格申请人的数量，例如妇女。通常情况下，这些策略假设当他们拥有该工作所需的要求时，个人更有可能申请工作。但是，求职者如何在本研究中经常审议求职者对工作广告的要求作出反应。在两位实验研究与比利时大学生有关，我们调查了哪些妇女对哪些妇女具有负数型刻板印象的人（如情绪性的特性）以及在工作广告中制定了这些要求的方式（即使用特质形容词，“您是平静/不紧张，“或行为样动词”，你在压力情况下保持冷静“）影响女性的求职者的职位和决定申请。一项重复的措施Anova表明，如果妇女在工作广告中所需的人格特征存在负面的荟萃刻板印象（研究1; 218名女性; M〜（年龄）？=？23.44？年，范围？=？21-42 ; 97％的族裔多数人）。此外，如果以特质的方式措辞的措辞的措辞的措辞比以一种行为的方式措辞而言，合格的女性将应用于较小程度（研究2; n？= 183; m〜（年龄） ？=？23.68？年，范围？=？21-44; 58％的女性; 97％的族裔多数人）。实际意义是，如果他们希望吸引高素质和性别多样化的申请池，招聘人员应该对他们的制定工作广告的方式敏感。

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