ANSWEWR IS 250WORDS In a recent study, researchers found that English-speaking e

Question

ANSWEWR IS 250WORDS

In a recent study, researchers found that English-speaking employers in Montreal, Toronto, and Vancouver are about 40 percent more likely to choose to interview a job applicant with an English-sounding name than someone with an ethnic name, even if both candidates have identical education, skills, and work histories. In this study, titled Why do some employers prefer to interview Matthew, but not Samir?, the researchers sent out 7,000 hypothetical resumés to hiring managers at companies in the three cities that had advertised jobs requiring applicants have a bachelor's degree and fluency in English. The positions covered a number of professional fields. The resumés were divided into four equal batches: • Batch #1–the fictitious applicants were given English-sounding names such as Carrie Martin and Greg Johnson, with relevant Canadian undergraduate degrees and Canadian experience at three previous jobs. • Batch #2–applicants were identical to the first batch, except that the supposed applicants had Chinese-, Indian-, or Greek-sounding names. • Batch #3–applicants had Chinese- or Indian-sounding names with international education degrees and the same level of Canadian experience as Batch #1. • Batch #4–applicants were given Chinese- or Indian-sounding names, international education, and foreign experience only. The results were as follows: • Batch #1 applicants (with English-sounding names) were 35–40 percent more likely to be contacted by employers than Batch #2 applicants. • Batch #3 applicants had a call-back rate that was a further 10 percent lower than Batch #1. • Batch #4 applicants had few responses from potential employers. After probing, researchers concluded that respondents tended to jump to the conclusion that those with ethnic names were immigrants; this would further raise questions of whether the applicant had the social and communication skills to be successful in the job. One respondent who was an HR Manager suggested that there may be a perception problem involved.

Question 1. Which of the following statements presents itself as the best solution for job applicants? Explain why you feel it is the best solution. 1. “Applicants with non-English-sounding names should change their name.” 2. “Applicants should place their name in a smaller type size on the resumé OR write in parenthesis how it sounds phonetically.” 3. “Applicants should place their name in a less visible location on the resumé, while playing up language skills and other necessary experience.” 4. “Applicants should take advantage of the current trend toward video resumés, which can make it clear that they have the language and presentation skills to do the job.” 5. Choose another statement.

Explanation / Answer

ANSWEWR IS 250WORDS

In a recent study, researchers found that English-speaking employers in Montreal, Toronto, and Vancouver are about 40 percent more likely to choose to interview a job applicant with an English-sounding name than someone with an ethnic name, even if both candidates have identical education, skills, and work histories. In this study, titled Why do some employers prefer to interview Matthew, but not Samir?, the researchers sent out 7,000 hypothetical resumés to hiring managers at companies in the three cities that had advertised jobs requiring applicants have a bachelor's degree and fluency in English. The positions covered a number of professional fields. The resumés were divided into four equal batches: • Batch #1–the fictitious applicants were given English-sounding names such as Carrie Martin and Greg Johnson, with relevant Canadian undergraduate degrees and Canadian experience at three previous jobs. • Batch #2–applicants were identical to the first batch, except that the supposed applicants had Chinese-, Indian-, or Greek-sounding names. • Batch #3–applicants had Chinese- or Indian-sounding names with international education degrees and the same level of Canadian experience as Batch #1. • Batch #4–applicants were given Chinese- or Indian-sounding names, international education, and foreign experience only. The results were as follows: • Batch #1 applicants (with English-sounding names) were 35–40 percent more likely to be contacted by employers than Batch #2 applicants. • Batch #3 applicants had a call-back rate that was a further 10 percent lower than Batch #1. • Batch #4 applicants had few responses from potential employers. After probing, researchers concluded that respondents tended to jump to the conclusion that those with ethnic names were immigrants; this would further raise questions of whether the applicant had the social and communication skills to be successful in the job. One respondent who was an HR Manager suggested that there may be a perception problem involved.

Question 1. Which of the following statements presents itself as the best solution for job applicants? Explain why you feel it is the best solution. 1. “Applicants with non-English-sounding names should change their name.” 2. “Applicants should place their name in a smaller type size on the resumé OR write in parenthesis how it sounds phonetically.” 3. “Applicants should place their name in a less visible location on the resumé, while playing up language skills and other necessary experience.” 4. “Applicants should take advantage of the current trend toward video resumés, which can make it clear that they have the language and presentation skills to do the job.” 5. Choose another statement.

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