Getting In, Getting On, Getting Out
Research Handbooks in Business and Management series
Edited by Adelina M. Broadbridge and Sandra L. Fielden
Chapter 5: Gendered understanding of recruitment processes: applications and résumés
‘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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