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Differences in Hiring Manager's Rati...

Ruiz, Sindy.

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Differences in Hiring Manager's Ratings of Applicants Based on Visibility of Tattoos, Gender, and the Presence or Absence of an Equal Employer Opportunity Statement.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Differences in Hiring Manager's Ratings of Applicants Based on Visibility of Tattoos, Gender, and the Presence or Absence of an Equal Employer Opportunity Statement./
Author:	Ruiz, Sindy.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2020,
Description:	139 p.
Notes:	Source: Dissertations Abstracts International, Volume: 81-12, Section: B.
Contained By:	Dissertations Abstracts International81-12B.
Subject:	Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27993269
ISBN:	9798617071292

Differences in Hiring Manager's Ratings of Applicants Based on Visibility of Tattoos, Gender, and the Presence or Absence of an Equal Employer Opportunity Statement.
Ruiz, Sindy.

Differences in Hiring Manager's Ratings of Applicants Based on Visibility of Tattoos, Gender, and the Presence or Absence of an Equal Employer Opportunity Statement. - Ann Arbor : ProQuest Dissertations & Theses, 2020 - 139 p.

Source: Dissertations Abstracts International, Volume: 81-12, Section: B.

Thesis (Ph.D.)--Alliant International University, 2020.

This item must not be sold to any third party vendors.

This study aims to measure the hireability of visibly tattooed candidates by providing hiring managers with resume (with candidate image) for either nursing or banking industries and job descriptions containing an Equal Employment opportunity statement or not. This study can provide a starting point for discussions of discrimination that current hiring practices may cause to individuals who are visibly tattooed in the workplace and how employers who claim to be equal employment employers can improve on their hiring practices. Eight hundred and twenty-four (824) participants completed electronic questionnaires. Participants were randomly assigned to one job posting, either the nursing job posting or the banker job posting. Participants then reviewed the job posting, the candidate's resume, and the candidate's picture. Participants answered questions regarding the hiring potential of the applicant, the likelihood of hiring the applicants (Appendix M). They responded to a few manipulation check questions (Appendix N). They also answered demographic questions about themselves (Appendix O). Lastly, participants were also asked about their tattoo beliefs using a scale from 1 to 10 (Appendix P). A factorial ANOVA was conducted to examine for differences in hiring manager's ratings of applicants based on visibility of tattoos, gender, presence of an EEOC statement, and industry. Results revealed that, in general, hiring managers preferred the candidates that were not visibly tattooed over the candidates that were visibly tattooed. This suggests that regardless of sex, industry, and presence of EEO statement, having a visible tattoo may affect hiring manager ratings. Implications are discussed and future research topics are suggested.Keywords: Tattoos, hiring, recruitment, interviews, Equal Employment Opportunity, nursing, banking.

ISBN: 9798617071292Subjects--Topical Terms:

516664
Management.
Subjects--Index Terms:

Equal Employment Opportunity

Differences in Hiring Manager's Ratings of Applicants Based on Visibility of Tattoos, Gender, and the Presence or Absence of an Equal Employer Opportunity Statement.
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