Mitigating Gender Differences in the Success of Self-Promotion Tactics in Employment Interviews Through the Use of a Structured Rating Process

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Teja, Hannah

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University of Guelph

Abstract

During employment interviews, candidates often use impression management tactics to influence how they are perceived by the interviewer. Previous research suggests that certain impression management tactics, specifically self-promotion, may work more successfully for men than for women during employment interviews (Rudman, 1998; Phelan et al., 2008). The present study examined whether using a structured rating process mitigates gender differences in the success of self-promotion tactics. Hypotheses were tested using a between-subjects experimental design with 831 participants. Results did not suggest that self-promotion was a significantly more effective strategy for men than for women, regardless of whether an unstructured or structured rating process was used. However, when visually examining the data, there is a slight pattern (although effects were non-significant) where self-promotion worked better for men and that the structured rating process diminished these differences. Future research should be conducted to further our understanding of gender biases in employment interviews.

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Keywords

Selection, Employment Interviews, Impression Management, Self-promotion, Structured Interviews

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