GENDER IN MOCK HIRING DECISIONS

On the basis of reviewing three resumes, 80 college students (44 women , 36 men), role-playing as human resource managers, were asked to reco mmend a candidate for a sales position al a brokerage firm. The appare nt gender of candidates for the position was manipulated by assigning names that were gender-ambiguous or gender specific to a given resume. Students were asked to select one of three candidates: (1) the most q ualified, (2) the less qualified for whom gender was ambiguous, or (3) the less qualified who differed in gender from the most qualified. St udents were also asked to select a second candidate for an interview f or the job. Analysis indicated both men and women favored their own ge nder. Only 56% of these college students who were enrolled in psycholo gy and business courses, which should serve as some foundation for a c areer in human resources, actually selected the most qualified applica nt.