Table of Contents

Handbook of Gendered Careers in Management

Handbook of Gendered Careers in Management

Getting In, Getting On, Getting Out

Research Handbooks in Business and Management series

Edited by Adelina M. Broadbridge and Sandra L. Fielden

Handbook of Gendered Careers in Management provides an international overview of current practice and theory surrounding gendered employment in management, illustrating the impact of gender on key stages of career development.

Chapter 5: Gendered understanding of recruitment processes: applications and résumés

Ulla Hytti

Subjects: business and management, diversity and management, gender and management, human resource management


‘Think manager–think male’ suggests a gender stereotype that explains why women may have it substantially more difficult in entering management positions. This stereotype suggests that being a man comes with characteristics and competences requested and valued by the recruiters (Kniveton, 2008) and, vice versa, when thinking about managers we may automatically associate them with men. On the other hand, gender discrimination in job recruitment is prohibited by law in most Western European countries. For example, in Finland it is against the law to inquire about the job applicants’ plans for having a family. Yet, it would be naive to assume that gender does not also play a role in recruitment processes in a country like Finland. Recruitment is a key human resource management (HRM) lever in building a diverse workforce (Evans, 2012). Although resumes (CVs) and their evaluation are the first step in most employment decisions, there is a lack of solid understanding of the resume evaluation process when compared to, for example, employment interview research (Cole et al., 2007).

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