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Resumes vs. application forms: Why the stubborn reliance on resumes?
Stephen D Risavy1, Chet Robie1, Peter A Fisher2
1Lazaridis School of Business and Economics, Wilfrid Laurier University, Waterloo, ON, Canada.
Frontiers in Psychology
|August 15, 2022
Summary
Application forms are superior to resumes for initial screening, offering better job performance prediction and promoting diversity. This approach helps reduce hiring bias and supports equitable recruitment practices.
Area of Science:
- Human Resources Management
- Organizational Psychology
- Personnel Selection
Background:
- Resumes and application forms are common initial screening tools.
- Evidence suggests differences in their effectiveness for predicting job performance.
- Concerns exist regarding potential bias in resume screening.
Purpose of the Study:
- To compare the effectiveness of resumes versus application forms in initial applicant screening.
- To evaluate the validity and potential for bias of each method.
- To advocate for the use of application forms over resumes.
Main Methods:
- Review of existing literature on applicant screening methods.
- Comparison of criterion-related validity evidence for resumes and application forms.
- Analysis of potential for discriminatory hiring and diversity enhancement.
Main Results:
- Biographical data (biodata) inventories, similar to application forms, are highly valid predictors of job performance.
- Job experience and education inferred from resumes are weak predictors.
- Application forms can mitigate screening bias related to applicant names, promoting diversity, equity, and inclusion (DEI).
Conclusions:
- Application forms are a superior method for initial applicant screening compared to resumes.
- Using application forms enhances predictive validity and supports DEI goals in hiring.
- A significant research-practice gap persists regarding the adoption of application forms over resumes.
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