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In the paper, titled ‘Coping with favoritism in recruitment and selection: A communal perspective’, the authors examine the strategies recruiters use to handle expectations of favoritism during recruitment processes. The authors find that recruiters employ at least four distinct coping strategies to handle potential expectations of favoritism, and show that the use of these strategies varies with the social tie between recruiters and job applicants. Surprisingly, the results also show that these coping strategies are relatively unrelated to managers’ recruitment decisions. From the article:

"Our findings … are significant because they paint a more nuanced picture of the role and influence of recruiting managers in societies where favoritism is widespread. Recruiting managers in these societies are often viewed as the human conduits of local norms of favoritism or even as favoritism’s instigators. In contrast, our findings suggest that recruiting managers may play a crucial role in mitigating the effects of social expectations on organizational recruitment decisions. While recruiting managers may seemingly be the “perfect villains” in societies plagued by favoritism …, categorizing them as such may do injustice to the daily work many of them may do to shield organizations from favoritism and its many side effects”

The paper has been published as Open Access, and can be accessed for free through the following link:��.����

Reference:

Hotho, J., Minbaeva, D., Muratbekova-Touron, M., Rabbiosi, L. (2018).��Coping with favoritism in recruitment and selection: A communal perspective.��Journal of Business Ethics.