Redefining Age and Gender in Digital Recruitment amidst Population Ageing: A Multifaceted Analysis of Stereotypes, Inequalities, and Perceptions in the Modern Workplace

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F00216305%3A26510%2F26%3A0198514" target="_blank" >RIV/00216305:26510/26:0198514 - isvavai.cz</a>

Výsledek na webu

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DOI - Digital Object Identifier

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Jazyk výsledku

angličtina

Název v původním jazyce

Redefining Age and Gender in Digital Recruitment amidst Population Ageing: A Multifaceted Analysis of Stereotypes, Inequalities, and Perceptions in the Modern Workplace

Popis výsledku v původním jazyce

This paper delves into the evolving landscape of recruitment practices in the era of digital transformation, with a particular focus on how age and gender biases are being reshaped amidst an ageing population. The advent of digital recruitment platforms promised a reduction in traditional biases by automating and anonymizing parts of the hiring process. However, the extent to which these technological advancements have mitigated age and gender prejudices remains a subject of debate. Through a detailed literature review, this study examines the potential of digital platforms to lessen the impact of such biases, drawing on existing research, including Lungu (2020), which posits that digital recruitment may indeed offer a pathway to more equitable hiring practices. To empirically investigate these assertions, our experimental research engaged 608 HR managers in the evaluation of resumes from four fictitious candidates, representing both genders and two distinct age groups (32 and 56 years old). This methodology was designed to uncover latent biases and examine how digital recruitment tools influence the perception of candidates' competencies, particularly in relation to age and digital skills. The findings reveal a multifaceted evaluation process where ageism, gender inequality, and stereotypes significantly sway the assessment of candidates. Despite the anonymized and digitized context, older candidates, especially women, faced stereotype threats that impacted perceptions of their digital capabilities. This suggests that while digital recruitment strategies may offer a veneer of objectivity, underlying biases persist, affecting the fairness of the recruitment process. Moreover, the study highlights the interaction between candidate characteristics and evaluator biases, illustrating how subjective perceptions and stereotypes can undermine the objectivity promised by digital platforms. The complexity of these interactions suggests that merely adopting digital tools is insufficient to eradicate deep-seated biases. In conclusion, the paper argues that while digitalization in recruitment holds the potential to reduce some forms of bias, significant challenges remain in fully addressing ageism, gender inequality, and stereotypes in the workplace. The persistence of these issues calls for targeted interventions and a deeper understanding of how digital tools can be effectively leveraged to promote a more inclusive and equitable recruitment landscape. The research underscores the need for ongoing investigation into the nuances of digital recruitment practices and the development of comprehensive strategies to combat workplace inequalities and prejudices.

Název v anglickém jazyce

Redefining Age and Gender in Digital Recruitment amidst Population Ageing: A Multifaceted Analysis of Stereotypes, Inequalities, and Perceptions in the Modern Workplace

Popis výsledku anglicky

This paper delves into the evolving landscape of recruitment practices in the era of digital transformation, with a particular focus on how age and gender biases are being reshaped amidst an ageing population. The advent of digital recruitment platforms promised a reduction in traditional biases by automating and anonymizing parts of the hiring process. However, the extent to which these technological advancements have mitigated age and gender prejudices remains a subject of debate. Through a detailed literature review, this study examines the potential of digital platforms to lessen the impact of such biases, drawing on existing research, including Lungu (2020), which posits that digital recruitment may indeed offer a pathway to more equitable hiring practices. To empirically investigate these assertions, our experimental research engaged 608 HR managers in the evaluation of resumes from four fictitious candidates, representing both genders and two distinct age groups (32 and 56 years old). This methodology was designed to uncover latent biases and examine how digital recruitment tools influence the perception of candidates' competencies, particularly in relation to age and digital skills. The findings reveal a multifaceted evaluation process where ageism, gender inequality, and stereotypes significantly sway the assessment of candidates. Despite the anonymized and digitized context, older candidates, especially women, faced stereotype threats that impacted perceptions of their digital capabilities. This suggests that while digital recruitment strategies may offer a veneer of objectivity, underlying biases persist, affecting the fairness of the recruitment process. Moreover, the study highlights the interaction between candidate characteristics and evaluator biases, illustrating how subjective perceptions and stereotypes can undermine the objectivity promised by digital platforms. The complexity of these interactions suggests that merely adopting digital tools is insufficient to eradicate deep-seated biases. In conclusion, the paper argues that while digitalization in recruitment holds the potential to reduce some forms of bias, significant challenges remain in fully addressing ageism, gender inequality, and stereotypes in the workplace. The persistence of these issues calls for targeted interventions and a deeper understanding of how digital tools can be effectively leveraged to promote a more inclusive and equitable recruitment landscape. The research underscores the need for ongoing investigation into the nuances of digital recruitment practices and the development of comprehensive strategies to combat workplace inequalities and prejudices.

Druh

O - Ostatní výsledky

CEP obor

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OECD FORD obor

50204 - Business and management

Projekt

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Návaznosti

S - Specificky vyzkum na vysokych skolach

Rok uplatnění

2024

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů