RES7002 Research Methods Assignment Sample

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Introduction to Voice And Gender Cues In Hiring Decisions Assignment

The hiring decision is an important process that combines various factors such as a candidate’s qualifications, skills, experience, personality, and loyalty. Hiring managers often observe communication abilities and behavioural characteristics to assess suitability. However, recent research highlights that many hiring managers show bias toward factors such as a candidate’s voice and gender, which negatively influences the fairness of the recruitment process (Fasoli & Hegarty, 2020). The voice of applicants often acts as an additional cue that attracts or distracts hiring managers during evaluation. Studies also indicate that male candidates frequently receive more preference compared to female applicants. Although these trends are evident, it remains unclear how gender and voice specifically influence hiring decisions—an issue often explored within academic studies supported by Online Assignment Help in UK services.

Background

The “hiring decision” is considered an important process for the hiring of eligible candidates based on candidate's characteristics, experience levels, educational background, communication skills and personality. However, there are also some additional factors like the voice of the candidates, and gender that create a biased hiring process for which the eligible candidates are often deprived of the hiring chances. However, the clear reason behind the impact of the voice of candidates, and gender on the hiring process is not clear, which is analyzed in the following sections (Crone & Kallen, 2022). The previous analysis addressed that male candidates get more preference in the selection round by the hiring managers. In that case, the female candidates are deprived instead of the presence of equal skills and experience levels. Most of the time gender bias directly affects candidates hiring decisions whether the candidate submitted any voice or written transcripts. Therefore, study of the gender and “voice cues” helps to identify how voice interaction and gender impact the hiring decisions by managers. Therefore, the analysis of the impact of the two factors of gender bias and candidates' voice in the job pitch are two important factors that are highly influence on hiring decisions of the candidates that are discussed in the following sections.

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Problem Statement

The hiring decision depends upon different types of factors. However, the previous evidence addresses that female candidates are deprived of the hiring process due to the presence of biases of the hiring managers towards the male candidates (Köchling et al. 2021). The voice of the candidates added another cue regarding the candidates' characteristics. Therefore, the relationship between the voices of the candidates along gender creates biases in the hiring process and impacts on taking the decisions of the hiring managers.

Research aim and objective

The main aim of this research study is to address how the voices of the candidates and the gender interact to influence the hiring decisions of the hiring managers.

Research objective

Gender and voice are two important factors that provide a biased impact on making the decisions of hiring managers which is given as follows.

• To identify the effect of the voice of the candidates in influencing the hiring decisions of the managers.
• To explain how the male candidates have better opportunities in getting hired than the female candidates even if they perform similarly on the rate of experience and qualification.

Research Question

1. “Do candidates have a more likely chance of hiring if the job pitch is attached to their voice?”
2. “Will there be any chances of impacts of candidates' gender on the hiring process?”

Research hypothesis

• The “null hypothesis (H0)”: The presence of the own voice in the job pitch instead of the written transcript impacted the hiring decisions of the managers and increased the hiring chances of the candidates.
• The “Alternative Hypothesis (H1)”: The presence of the own voice in the job pitch instead of the written transcript does not impact the hiring decisions of the managers and increases the hiring chances of the candidates.
• The “null hypothesis (H0)”: The male candidate gets more preference than the female candidates whether the candidates provided a voice pitch or written transcript.
• The “Alternative Hypothesis (H1)”: The male candidate does not get more preference than the female candidates whether the candidates provided a voice pitch or written transcript.
• The Null Hypothesis (H0): There exists a relationship between candidates' hiring likelihood with candidates' gender.
• The “Alternative Hypothesis (H1)”: There does not exist a relationship between candidates' hiring likelihood with candidates' gender.

Research rationale

The hiring decisions considered as the significant factor for identifying the most eligible candidates for some particular designations. There exist 5 main factors experience levels of the candidates, potential and relevant skills according to the job card’s requirement, educational qualification and experience levels, communication skills including soft skills, and hard skills and cultural fit that directly impact the hiring process of the candidates. Voice quality plays another important role in affecting the decisions and judgements of the candidates (Taiyi et al. 2022). The voice pitch represents the emotional speech of a candidate that represents curiosity and excitement towards the vacancy level. Most of the time the candidate's voice can be judgement in a negative manner. Therefore, voice quality plays an important role in affecting the decision-making decisions for the candidates. Gender bias is also another criterion in relation to hiring practices of the firm for their potential employees the male candidates have more preferences in the hiring criterion than female candidates even though both of them are equally qualified. Therefore, this is another factor that also impacted the hiring decision process. Therefore, the study of the role of gender and voice impact on the hiring process helps to determine how both these two factors are interrelated with affecting job hiring decisions.

Research Significance

The hiring decision is an important factor in finding out the eligible fit for the advertised positions. The hiring managers are responsible for selecting the candidates. However, often the decision-making process of the managers is affected by the biased nature of hiring male candidates instead of female candidates, and the presence of their voice along the job pitch. Therefore, this type of research study helps to reduce the bias of the hiring manager in selecting male candidates instead of female candidates. This present research study also helps to promote fair hiring practices in the workplace (Hentschel et al. 2021). Also, this research study helps to understand how providing of voice for job pitches instead of a written script clears the misconceptions of the hiring managers regarding candidates' excitement, characteristics, and misjudgments in hiring decisions (Booth et al. 2021). Therefore the study of significance of the gender and voice is significant to provide fair hiring practices and reduce the bias of the hiring managers towards the candidates. Therefore, this research study also increases the chances of promotion of equal opportunities for all candidates irrespective of presence of the gender bias. This research study also helps to identify the influence of the candidate's voice on job pitches over any gender bias.

Summary

The study of the impact of the two factors of “gender and voice” plays an important role that highly influences the hiring decisions of hiring managers. These factors also deprive the candidates of equal opportunities and advantages in the election process from the hiring managers (Closing et al. 2022). Therefore, the next section elaborately highlights the relationship between gender bias and the presence of candidates' voices in influencing the hiring decisions in the recruitment process.

Method

The methodology section provides a clear description of the number of participants, the materials that are used for analyzing the impact of gender and voice on the hiring decisions, the research ethics etc., which are as follows.

Participants

The research study of understanding the role of gender cues and the presence of the voice of the candidates instead of written transcript collected the data set from 80 participants including both the female participants and the male participants. The data set is collected from different geographic candidates like the UK, France, Denmark, Spain, the US, Japan etc. The inclusion criteria of the candidates aged between 22 years to 47 years old who faced hiring bias or the presence of voice cues of the other candidates during the hiring time (Spence et al. 2024). The data collection of the participants followed the “simple sampling” with “opportunity sampling” techniques and the online survey method was selected to gather the collected data sets (Liew & Tan, 2021). In this following data set the “Participants age” is considered as the “continuous variable” and the country and the gender of the participants are the “categorical variable”.

Design

The present research study followed the “quantitative type of experimental research design” that helps to address the “hypothesis testing” of the existing relationship between the presences of candidates' voices instead of written transcripts for both the male and female candidates. Therefore following of the “quantitative type of cross-sectional experiments” are selected for the analysis part.

Here the “dependent variable” is the candidates hiring chances by the hiring manager and the “independent variables” are Presence of gender bias and Presence of the candidate voice instead of the written transcript.

Hiring chances of the candidate

In the present situation, the candidates' hiring chances are considered the “dependent variable” because the hiring chances are often influenced by various factors that directly effect on hiring chances by the hiring managers.

Gender Bias

Most of the hiring managers are biased towards the male candidates instead of the female candidates for which this variable is the “independent variable”.

Presence of candidates' voice

The candidate's voice often dominates the hiring chances instead of the written transcript for which the candidate's voice is another “independent variable”.

Materials

The datasets are collected by an online survey from 80 participants based on which the SPSS analysis method is chosen to address the “hypothesis testing’s”. For the secondary information the different types of materials like authentic books, journals articles from Google Scholars are collected to address the overall analysis (Shore et al. 2021). The quantitative data are collected from the “Arden University Research Ethics Committee (REC)” websites for analyzing the variable's relationships.

Procedure

In the procedure stage, the study followed the ethical guidelines of the ethical principles which are described as follows.

Limitation

The number of observations is limited to 80 which creates a research limitation for the identification of the role of “Voice and gender” in hiring decisions (Nag & Yalçın, 2020). The limited research time and the associated costs are some other limitations that arise during the research analysis.

Research Ethics

The present research study follows confidentiality during the data collection process and does not provide any bias analysis. Also, the research study took the consent of the participants and did not do any harm to the environment. This research study also followed the university guidelines for conducting the entire data collection and the research analysis.

Result

Inferential and descriptive statistics

The above figure shows the “descriptive statistics” of identifying the impacts of the two factors of “candidate gender” and the “candidate medium” on identifying the hiring likelihood. The no of participants is 80 (Schmaus & Kristen, 2022). The “mean deviation” of the hiring likelihood is 6.03, and the mean of “candidate gender” and candidate's voice is 1.50. Similarly, the SD of the likelihood variable is 2.658 and the other two factors are 0.253 (Kline, 2023).

The above bar chart shows that the range of the “Participants age” varies between 22 years to 47 years.

The survey respondents replied that 50% of candidates used the “voice audio” and 50% of candidates used the “Witten transcript” to increase the hiring chances. [Referred to Appendix: 2]

Correlation

The “correlation analysis” is used to identify whether the candidate who used their own voice over the written transcription can get any additional advantage for enhancing the hiring likelihood chances (Hope & Lilley, 2022). The above table pointed out that “Hiring likelihood” with the “candidates medium-candidate voice or the written transcript” as the candidate option has a negative score of - 0.170 on the correlation. And the “p-value” is 0.132 which is > (P=0.05). This indicates that the “candidate medium” does not have any significant impact on “hiring likelihood” (Chang & Yung, 2021). [Referred to Appendix: 3]

Similarly, for the “candidates gender” the “correlation value” is 0.062 which is very small with the “P-value” 0.586> (P= 0.05)” does not have any significant impact.

Regression analysis

The above table explains the “regression analysis” between the hiring likelihood the candidate's gender and the candidate's medium (Chen & Trevino, 2022). It is identified that the MLRM value is 0.181 with the “r-square” value of 0.033 indicating that there exists a lower type of “correlation” between the two factors with hiring chances (Gutierrez, 2021). The coefficient of ‘candidates medium’ is negative closer to -0.550 with ‘t-statistics ’negative value of -1.70.

Equally, the ‘ANOVA test’ shows the differences in the mean of the ‘candidate gender’ and the ‘candidate medium’ (Dellaert et al. 2020). The mean of “candidate gender” is higher which is 1.980 indicating that comparatively candidates' gender has some more impact than the candidates voice for addressing the hiring likelihood chances. [Referred to Appendix: 4]

The above figure shows the “normal distribution” of the residual variables.

T-test

The above figure shows the “one sample t-test” where there does not exist any difference between the “t-values” of candidates' gender and candidates' medium.

Discussion

The hiring likelihood of the hiring manager depends upon different types of factors. Often the “candidate gender” affected the hiring chances of the candidate. Most of the time the candidates used the “candidate's voice” to influence and increase the hiring chances. The previous study identified that the male candidates have the maximum chances of getting hired than the female candidates (Phillip et al. 2020). However, the above section used “SPSS analysis” for identification of the “hypothesis testing”. It is identified that the total observation was done among 80 participants the lower age of participants was 22 and the higher age of the participants was 47 across different countries. The “regression analysis” found that the lower range of the MLRM is 0.181 and the value of the “R-Square” is 0.033 which shows a lower percentage indicates that lower correlation between the “hiring likelihood chance” with the “candidate gender” and the “candidates age” (Nagels et al. 2020). The above section found that the mean of the “candidates' gender” is 1.980 and the mean value of the “Candidates' medium” is 1.497 indicating that the “mean values” for the “candidates gender” are comparatively highly imply that “candidates gender” have the comparatively high impact on candidates hiring chance.

The section above explores critically any relationship between the likelihood of hiring and the candidate medium own voice or written transcript with gender. The “correlation” found that there exists a negative “correlation” between the “hiring likelihood” and the “candidate voice” (Calderone et al. 2020). Also the greater “p-value” indicates the rejected situation of the above “null hypothesis”. Therefore, from the above “correlation” it is identified that the candidates do not have any relation with the hiring likelihood by the hiring managers. At the same time, the lower correlation values of the “candidate gender” with a higher “p-value” (0.586) indicate that the candidate gender of male or female does not significantly effect on “hiring likelihood” of the candidates.

From the “regression analysis” it is identified that the value of “R square” is very small 0.033 indicating that there exists a lower correlation between the factors of candidates' gender and candidates' age with the hiring likelihoods.

The key effect of Candidates' gender in influencing the hiring decisions

The previous finding highlighted that the male candidate dominates the hiring chances of the female candidates during the hiring process. However, the result section mentioned that there exists some significant impact of candidates' gender during the hiring time. However, it is also found that there exists a lower level of “correlation and regression” that indicates the presence of a lower correlation between the hiring likelihood and the Candidate's gender (Elhoushy et al. 2024). Similarly, the “mean value” of candidates' gender is 1.50 which is comparatively higher and indicates that voice medium has some important role in influencing the hiring decisions of the candidates (Williams et al. 2020). Therefore, this indicates that the role of candidates' gender factor has some slight impact on influencing the hiring decisions of the candidates. Hence, the “candidate gender” has some lower effect on the hiring decisions of the candidates.

The key impact of the Candidates voice instead of written transcript during hiring decision

The candidate's voice helps to identify the candidate's interest, the candidate's behaviors, and the dedication towards the work. Another factor which also needs to be considered while evaluating the hiring manager's decisions in the candidate’s voice. However, from the analysis section, it is identified that the value of the correlation is negative indicating that the presence of a negative correlation is negatively correlated with the candidates hiring chances (Boussalis et al. 2021). This means that the voice of the candidate other than having a written transcript cannot influence the hiring outcomes of the candidates. This also indicates that the presence of Candidates' voices often reduces the chances of hiring decisions for the candidates. The absence of a professional attitude and nervousness can be identified from the submission of the Candidates voice (Morrison, 2023). Therefore, the candidate's voice has a “negative correlation” with the submission of the candidate's voice instead during the hiring process. However, the survey respondents found that 50% of candidates use their voice instead of providing written transcripts. This indicates that the candidates who are applying for online interviews or the interview for remote hiring used this type of voice during the hiring times.

The presence of the candidate's voice interaction along with gender bias attitudes

The two key factors of the candidate's gender and the candidate's voice have some relevant impact on influencing the hiring decisions of the candidates. The above section already addressed that the presence of gender bias attitudes slightly influenced the overall hiring decisions of the candidates (Birkelund et al. 2022). Similarly, candidates' voices have some negative correlation with influencing the overall hiring decisions of the candidates. The presence of candidates' voices negatively impacted on image of candidates' professional attitude. Therefore, this indicates that candidates' voices do not have any significant impact on addressing the hiring decisions for the hiring managers.

Therefore, from the above analysis section, it is identified that the “hiring managers” play an important role that is highly affected by the two factors of candidates' Gender, and candidates' voices instead of a written transcript (Hilliard et al. 2022). However, the analysis addressed that candidates' voices do not influence hiring decisions instead it affected negatively. Similarly, gender bias has a slight influence on determining the hiring practices of the candidates. Because it affected on organisation's culture. The presence of gender bias also deprives female employees of getting equitable chances.

Recommendation

The organizations can provide adequate training to the hiring managers by which the hiring managers can take the necessary steps to overcome the gender bias situation during the hiring time. The organization can use different types of software to check the candidate's resume and any type of unprofessional attitude can be easily overcome.

Future research Scope and limitation

The limited sample size could have affected acquiring a meaningful meaning of the candidate’s voice and the gender of the candidate on the overall hiring decisions. This is one of the limitations of this given research study. At the same time, the research study only considers the candidate's voice and gender. Therefore, in future, this research analysis can consider the other factors of candidates' race, cultural background, and other factors.

Conclusion

The above research study identifies the relationship between candidates' gender, candidates voice that affected the hiring decision pattern. The finding analysis addressed that candidates' gender has some lower influence on determining the hiring decisions of the managers. However, the candidate's voice instead of the written transcript does not significantly impact on influencing the decisions of the hiring managers. Presence of the gender bias or the use of candidates' voices deprives the candidates for getting from equal hiring opportunities from the hiring managers. Usage of different types of advanced technologies and software also helps to shortlist the candidate's resumes based on which the problem of gender bias during decisions can be easily overcome.

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