| Summary: | The anxiety of entering the professional employment arena is daunting for any recent graduate of a college or university. Understanding what recruiters and human resource professionals seek in candidates is paramount to the success of emerging entry-level professionals in the information technology ecosystem. However, potential candidates must understand the critical resume discriminators that recruiters use in the hiring process. Are the recruiters looking for work
experience? Does candidate experience have to be professional, or can it be experience gained in part-time employment or through summer jobs? Are internships relevant? Is there a need for a technical certification? Is the education of a candidate judged based on its pedigree or medium of attainment? This study utilizes a mixed-method, quasi-experimental design that evaluates recruiting professionals' perceptions of value and their need for experience and education among entry-level
information technology candidates in the resume evaluation stage of the hiring process. The study examines how recruiters evaluate resumes and attempts to determine whether recruiters use discriminators and/or bias when deciding to move a candidate to the next stage of the hiring process. The present study intends to answer the following question: To what extent does implicit bias shape the recruitment process for entry-level IT positions? Keywords: discriminators, information
technology, recruiting, organizational learning, implicit bias, applicant tracking systems, information technology, employment, traditional, online
|
|---|
