题　目：The forgotten predictor? A study of resume criterion validity and adverse impact potential

嘉　宾：Liwen Zhang, Associate Professor, University of Macau

主　持：欧阳璨, 副教授, 欧宝app官方网站下载

时　间：2025年12月23日（周二）13:30-15:00

地　点：欧宝app官方网站下载 徐汇校区安泰楼A305室

内容简介:

Although resumes are ubiquitous in selection processes, surprisingly little is known about their criterion-related validity or adverse impact potential. We conducted four studies to address these crucial issues. In Study 1, we found that resume assessments were largely unrelated to job performance (r = .05) but showed some validity evidence for predicting turnover (r = -.25). In Study 2, we again found very small relationships between resumes ratings and job performance (r = .04 to .06). Further, resume assessments favored male over female applicants and favored moderately aged applicants. In Study 3, we explored potential reasons for the weak validity evidence by conducting a content analysis of applicant resumes. Although resumes include potentially job-relevant information such as education and experience, there was little information indicating the quality of experience or past performance. In Study 4, we found that structuring resume assessments did not improve their criterion-related validity, but structure did show some promise for reducing subgroup differences. Overall, these results shed light on what information resumes do and do not contain, as well as raise serious concerns about the validity and adverse impact potential of this longstanding selection procedure.

演讲人简介：

Liwen Zhang is an Associate Professor at Faculty of Business Administration from University of Macau. She earned a Ph.D. degree in Human Resource and Organizational Behavior from Florida State. Her research focuses on organizational staffing and human capital resources. So far, her work has been published in quality management journals, including Journal of Applied Psychology, Personnel Psychology, and Human Resources Management Review. Her work has been featured in various media sources (e.g., Harvard Business Review, LSE Business Review, Sydney Morning Herald) and won recognized research awards, such as the 2024 AOM HR Division Scholarly Achievement Award, the 2019 SIOP Schmidt-Hunter Meta-Analysis Award, and the 2023 ACER overall best paper.

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