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Not enough women and minorities apply for a job? Change the recruitment committee

A large study of recruitment data suggests a simple and efficient way of increasing diversity in applicant pools: have more diverse recruitment committees and leadership teams.

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Photo by Clem Onojeghuo from Unsplash.com

Amid calls for racial and social justice nationwide, businesses and educational institutions are grappling with how to adopt more inclusive organizational practices, including more diversified hiring. However, recruitment teams and strategic leaders often blame their lack of a diverse workforce on a lack of diverse applicants. A large study of recruitment data suggests a simple and efficient way of increasing diversity in applicant pools: have more diverse recruitment committees and leadership teams.

The study, led by researchers at the University of Houston’s Center for ADVANCING Faculty Success and published online in the Journal of Applied Psychology, found that when the search committee chair for a job is a woman, 23% more women apply for the job than when the search committee is led by a man. What is more, over 100% more underrepresented minorities (URM), such as Hispanics and Blacks, apply for the job when the recruitment is led by a URM chair as opposed to a non-URM.    

CONCEPT OF HOMOPHILY

In the context of workplace diversity, the concept of homophily – an affinity for similar others – has developed a bad reputation for furthering systemic barriers to opportunity for minority groups. In fact, homophily, if utilized wisely, can be leveraged to increase the representation of women and underrepresented minorities, according to Maryam A. Kazmi, a Ph.D. candidate at UH and the study’s first author.    

“There is something that women and URM recruiters are doing differently than men and majority group members that encourages more women and URM applicants to apply for a job,” she said. 

The study, an analysis of three years of recruitment data for tenure-track faculty jobs at a large, public research university, shows that one of the ways in which women and URM recruitment leaders are affecting applicant pools is by appointing more women and URM to participate on the search committees they lead. These women and URM search committee members, together with the leads of recruitment teams, disseminate job ads more widely, specifically to more women and URM potential applicants who then apply in greater numbers. But what motivates them to do so? 

Christiane Spitzmueller, professor of psychology at UH and a study co-author, said that women and URM recruitment leads and team members rely on their own experiences in developing applicant pools. 

“Women and underrepresented minority recruiters have likely experienced the same structural barriers to entry and career progress that the potential applicants may face. Their own experiences of inequity may make them likely to have a soft spot for similar others facing similar issues. This might motivate women and minority recruiters to work harder to ensure that they do what they can to ensure that more women and URM are made aware of the job opening and are encouraged to apply,” she said. 

RECOMMENDATIONS

The researchers make a number of policy recommendations for human resource professionals, supervisors and other company executives to ensure more diverse applicant pools, which include: 

  • Posting the job ad on women/minority-specific websites
  • Cooperating with the organization/institution’s diversity and inclusion offices to develop a diverse list of candidates to contact
  • Posting the position ad through department chair listservs
  • Calling women or colleagues from historically underrepresented backgrounds to get possible candidate names/recommendations on who to recruit
  • Using personal networks to recruit
  • Including language in the job ads promoting the diversity of the department and university to prospective candidates

The study found that women and URM recruiters tend to use different strategies to affect applicant pool diversity, says Juan Madera, study co-author and professor at the Conrad N. Hilton College of Hotel and Restaurant Management at UH. 

“We found preliminary evidence that women recruiters are more likely to use personal networks to identify and target women/URM applicants, whereas URM recruiters are more likely to use more formal strategies of increasing applicant pool diversity. For example, cooperating with the institution’s diversity and inclusion offices to develop a diverse list of candidates to contact and posting the job ad on women and minority-specific websites,” he said.   

“Women and URM continue to be underrepresented in workplaces. The diversification of applicant pools constitutes an important step for broadening the participation of women and URM in the workforce,” says Paula Paula Myrick Short, senior vice president for academic affairs and provost at the University of Houston. “This study provides evidence of practical steps that organizations can take to increase their applicant pool diversity.”

BizNews

Tweak pitches based on how innovative an idea is

Pitches promoting radical ideas are better received when framed in concrete and explanatory ‘how’ terms, while progressive ideas do better with abstract ‘why’ style of pitches.

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In a study examining styles of pitching ideas to audiences, researchers found that pitches promoting radical ideas are better received when framed in concrete and explanatory ‘how’ terms, while progressive ideas do better with abstract ‘why’ style of pitches.

Previous research found that professional audiences, like investors, prefer concrete pitches with how-style explanations, while lay audiences such as students and crowdfunders respond better to ‘why’ style pitches for abstract ideas.

Professor Simone Ferriani, Professor of Entrepreneurship at Bayes Business School (formerly Cass), City, University of London, said: “We wanted to identify the best way for entrepreneurs to pitch their ideas to get audiences’ attention and investment. Could the way they pitch affect their success? What if they had great ideas but were pitching them in the wrong way? We wanted to explore which styles of pitching work best with differing types of ideas.”

To test this, academics conducted two experiments using an online survey with business students evaluating pitch decks, to see when new ideas were more likely to be viewed positively. The study used entrepreneurial pitches and varied the ideas’ originality and the style of abstract ‘why’ the idea works versus concrete ‘how’ the idea works. They looked at how these factors influenced people’s reception of the idea and their willingness to support it.

The results indicate that the pitching strategy should match the idea’s novelty to make it more appealing and likely to attract investment.

Professor Ferriani added: “Imagine a tech startup introducing a groundbreaking new virtual reality (VR) gaming platform that revolutionises the gaming experience. Our findings suggest that in their pitch to potential users, they should emphasise concrete usability details such as the advanced feedback technology, the immersive 360-degree visuals and the seamless integration with existing gaming consoles. When ideas have the potential to disrupt the status quo, this explanatory approach is key to offset the puzzlement that novel ideas can cause. Conversely, when ideas are less of a leap and more of a step forward, such as with incremental innovations, abstract language that paints the ‘why’ can be more effective.”

Denise Falchetti, Assistant Professor of Management at George Washington University School of Business (GWSB), added: “This strategy taps into the audience’s existing knowledge and expectations, connecting the new idea to familiar concepts and emphasizing its place within a broader vision or goal.”

Gino Cattani, Professor of Management and Organizations at New York University Stern School, concluded: “The research advises a tailored approach: for groundbreaking innovations, detail the practicalities; for incremental improvements, focus on the overarching vision. As the language of entrepreneurship continues to evolve, this study offers a compass for navigating the intricate dance of persuasion and influence, providing a linguistic toolkit for turning novel concepts into embraced innovations.”

The paper, ‘Radically concrete or incrementally abstract? The contingent role of abstract and concrete framing in pitching novel ideas’ is published in Innovation: Organization & Management.

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BizNews

Companies in strategic alliances get better access to financing, more desirable terms

Companies in alliances can gain access to new technologies and customers while keeping their autonomy.

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Shoppers browsing through blouses and blenders at Target know they can also quaff a cappuccino at one of more than 1,700 Starbucks cafes housed within Targets. The strategic alliance benefits both corporations by helping them reach new markets, boost their brands, and add incremental sales.

Collaborative partnerships such as this have grown at a pace of 3,600 per year, according to the SDC Platinum database. That’s partly because companies in alliances can gain access to new technologies and customers while keeping their autonomy.

New research from Texas McCombs highlights another advantage of alliances: They also make borrowing money easier.

Urooj Khan, associate professor of accounting, finds that companies entering strategic alliances can get both better access to financing and better terms through the financial networks of their partners. Banks that have already lent to one partner offer lower interest rates to a company entering the alliance.

The reason is that having a relationship with one partner helps them get insight into the other company, beyond what’s found in financial statements and alliance agreements, such as the strength of its commitment to the alliance and its ability to execute the alliance effectively. Such inputs are critical for assessing the credit risk of a borrower.

“It’s really hard to see whether a company will live up to its strategic alliance commitments, even if they put it on paper,” says Khan. “But these alliances have significant consequences for the companies’ financial futures, cash flows, and revenues.”

Knowing that an alliance can improve a company’s bottom line, banks can lend with less uncertainty, he adds. They can spend less on screening and monitoring, making it possible to extend a lower-interest loan to the new partner.

With Vincent Yongzhao Lin of Washington University in St. Louis, Zhiming Ma of Peking University, and Derrald Stice of Hong Kong University, Khan analyzed 5,343 U.S. bank loans issued to 1,254 borrowers in strategic alliances from 1991 to 2016.

The average company got loans from banks that had existing relationships with an alliance partner, as well as other loans from banks that did not. That allowed the researchers to compare lending outcomes. They found that in the four years after an alliance commenced:

  • Borrowers in alliances were 6% more likely to get financing from alliance-related banks than from non-alliance-related banks.
  • Interest rates on loans from alliance-related banks were 0.13 percentage points lower, on average, than loans from banks with no alliance connection. These cost savings represented a 7% decrease in the average cost of borrowing.

Alliance-related banks gave even more favorable rates when:

  • An alliance was economically important, as measured by its closeness to the company’s core businesses, similar markets for the partners’ products, or the equity markets’ reactions upon the alliance’s announcement.
  • The borrower’s transparency and accounting quality were low, making inside information from its partner even more critical to assessing its risk.

The findings have implications for banks and for companies considering entering a strategic alliance, Khan says.

Banks can look at new alliance partners of their existing clients as avenues for potential business growth.

For companies — especially those that anticipate needing a loan — the findings can help them decide whether to pursue an alliance in the first place.

“Companies typically consider access to new markets and technology or cost savings as the main benefits of forging strategic alliances,” he says. “Our research shows that partners can also benefit from each other’s financial networks through alliances.

“Thus, the quality and extensiveness of a firm’s banking relationships is an important factor in choosing an alliance partner.”

Strategic Alliances and Lending Relationships” is published online in The Accounting Review.

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BizNews

To promote your brand, stop hiring rogue social media influencers

Social media influencers are using bogus claims, deceptive editing and reinforcing gender stereotypes in a bid to gain popularity.

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Rogue social media influencers are relying on gender stereotypes, bogus claims and deceptive editing to monetise their content and increase their following, a new study has found.  

Influencers using these questionable tactics, which would otherwise be impermissible under marketing rules, are seemingly able to hide in plain sight thanks to the existing focus on ad labelling within the influencer industry.  

In the absence of a legal definition and comprehensive guidelines on influencers, some are able to operate in regulatory blind-spots, with the only real requirement that sinks its teeth is for them to be transparent on what type of content they are producing (eg. advertising) rather than the substance of their messaging. 

New research by the University of Essex’s media law expert, Dr Alexandros Antoniou, has unearthed some of the dark arts being used by rogue influencers.  

He has identified four questionable strategies which were recurring themes during his analysis of more than 140 rulings from ASA between 2017 and 2024. 

The rulings related to advertising and promotional content, which had been referred to the watchdog amid concerns it broke marketing regulations. 

Dr Antoniou, of Essex Law School, said: “Even though influencers are seen as trustworthy figures in online brand communities, my findings expose long-standing issues of non-compliance with established marketing rules. 

“The current heavy emphasis on ad labelling is misguided as site users are already aware of potential paid endorsements by influencers.” 

The four recurring themes and breaches identified by Dr Antoniou were: 

  • Promo-masquerade – exaggerating products through visual enhancements, mishandled give-away campaigns and prize mismanagement that leaves deserving participants empty handed or confused about terms of engagement. 

Example: The ASA found an influencer failed to deliver a £250 voucher from a fast-fashion retailer without justification and lacked evidence to show they had distributed three out of four prizes as part of a competition they were running.  

  • Risk-fluence – making impermissible and baseless health and nutrition claims, showcasing prohibited products, and the irresponsible promotion of age-restricted goods. 

Example: An influencer was found in breach of marketing rules by ASA after they promoted an alcoholic product which used playful words to suggest the drink was low in calories. 

  • Mone-trapment – encouraging followers to part with money through questionable ‘get rich quick’ schemes and high-risk investments. 

Example: The ASA ruled an influencer broke marketing rules when they promoted betting and gambling as a good way to achieve financial security 

  • Stereo-scripting – using stereotypical images of masculinity and femininity as basis for promotions, reinforcing harmful gender norms. 

Example: The ASA found an influencer used cheerful visuals and energetic soundbites to recount her experience of breast augmentation surgery, which merely reinforced societal norms tying a woman’s worth to physical appearance, thereby perpetuating superficial ideals and unrealistic beauty standards. 

Dr Antoniou is calling for a new regulatory framework to be established to ensure there are clear expectations and boundaries in which influencers can operate in. 

He has also suggested a new certification scheme, backed by the ASA, could be used in the influencer sphere to give the industry a more professional outlook.  

Dr Antoniou hopes these measures will make influencers more responsible for their content and help the influencer sector evolve into a mature industry.   

“The existing approach to regulating social media influencers is not working as it’s reactive, and seeks to apportion blame after bad ads have already had their impact on followers,” he said. 

“Instead, the aim should be to establish a clear baseline of expectations; a ‘floor’ through which influencers cannot fall.” 

Dr Antoniou added: “There is currently no evidence that influencers’ malpractice stems from wilful disregard as opposed to mere ignorance and it is the lack of specific guidance that impedes their ability to learn from mistakes.” 

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