This experimental study explores how stereotypes, gender biases, and recruiter perceptions influence the evaluation and hirirng of PhD holders compared to engineers. Participants will be involved in recruitment decision-making (for example, as a recruiter or director). You must reside in France and fluent in French. The questionnaire takes about 15 minutes to complete and will remain open until the end of December.
This experimental study examined how stereotypes and biases influence the recruitment of PhD holders. We investigated how 220 recruiters perceived the professional profiles of PhD holders (typical PhD, industrial PhD, PhD-Engineer) and Engineers, as well as their suitability for a specific role. The study manipulated the candidate’s gender and education level in the profiles presented to recruiters.
We investigated how recruiters perceive PhDs (individuals with doctoral degrees) compared to engineers during recruitment. We found that while PhDs are generally well-regarded, they are sometimes seen as less competent than engineers. However, job suitability was rated similarly for all. Gender biases also emerged: female profiles were rated more positively, but were not more frequently chosen for job offers. These results highlight the importance of being aware of such biases in the recruitment process.
Participants were reached online via forums and social networking platforms.
Alexandre Bran: bran@adoc-tm.com
Lopes Nicolas: lopes@adoc-tm.com
Laboratory of Interdisciplinary Studies on the Doctorate, Adoc Talent Management, 21 rue du Faubourg Saint-Antoine, 75011 Paris, France