The Experiment Of Implicit Cognition Research In Recruitments

We proceed our research closely connecting with recruiting in enterprises, and three experiments were designed according to three faces: sieving resumes out,scoring in interviews and final decision. We did this research to explore three implicit cognition mechanisms, including attractiVeness biases in hiring decision, halo effect in scoring and flaming effect in decisions. It involved three independent variables:prejudice credential, subjects' gender and self-monitoring in experiment one. We wanted to explore how prejudice credential, self-monitoring and gender made an affect on sieving resumes. In experiment two, we used two independent variables:situation intension and cognition style to study how these variables made an impression on scoring in interviews. It included two independent variables:frameworks and implicit theories of personality. We explored the difference decisions between different frameworks and different person whose attitudes of implicit theories of personality are different. We did these series research in order to explore how implicit cognition progress made an affect on recruitments. This can help recruiters avoid these negative affects, and help recruiters employ their employees accurately, justly.