Document Type



Extensive literature has confirmed that hiring discrimination is a persistent problem; less research has focused on the social cognitive mechanisms of prejudicial hiring and its effects on résumé evaluations. The present study evaluated how stereotyped evaluations of minority candidates could be predicted with the Stereotype Content Model (SCM) dimensions of warmth and competence. No published research has demonstrated how SCM group ratings may predict evaluations of individuals and their qualifications for employment. Participants evaluated two résumés for each of five listed job positions and completed a survey packet. One résumé in each pair suggested membership in a minority group: Muslim, transgender, African American, elderly, or Mexican immigrant. Contrary to expectations, minority signaled candidates were generally viewed more positively than the corresponding non-signaled applicant, and participants were more likely to recommend the minority candidate for the specified job. On the SCM, minority group results replicated past work, but perceptions of minority groups on the SCM did not directly predict résumé evaluations or hiring decisions. SCM ratings were indirectly linked to hiring choices. The more people judged themselves better than society, the more likely they were to hire minority candidates; the more people rated themselves “worse than society” (having less positive views of groups than society), the higher they were in SDO, which was linked to fewer minority hires. Future research on the relationships between the better than average effect, SDO, and the SCM is warranted, as these relationships may become tools used in human resources.



Thesis Comittee

Dr. Elizabeth Spievak, Thesis Advisor

Dr. Michael Root, Committee Member

Dr. Joseph Schwab, Committee Member

Copyright and Permissions

Original document was submitted as an Honors Program requirement. Copyright is held by the author.