Nicolas Roulin
Biographic Data
| ID | 5789167 |
|---|---|
| NAME | Nicolas Roulin |
| GIVEN NAMES | Nicolas |
| FAMILY NAME | Roulin |
| SIGNATURE | ROULIN N |
| AFFILIATIONS | Saint Mary's University |
| ORCID | 0000-0003-2797-7359 |
| VERIFIED | Yes |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 3 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2021 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 1 |
Examining discrimination in asynchronous video interviews
We conducted two studies to investigate how cultural differences based on country of origin influence the selection process in an asynchronous video interview (AVI) context. We drew upon the GLOBE cultural value dimensions and individual measures of prejudice to examine if raters evaluate job applicants who are more culturally dissimilar to them more negatively than culturally similar applicants. Professionals with hiring experience from the Unit…
“Anything you can do, I can do”
Ready? Camera rolling… action! Examining interviewee training and practice opportunities in asynchronous video interviews
Bias in the background? The role of background information in asynchronous video interviews
Asynchronous video interviews (AVIs) have become popular tools for applicant selection. Although AVIs are standardized, extant research remains silent on whether this novel interview format could introduce new forms of bias. Because many applicants complete AVIs from their homes, their video background could provide evaluators with information about stigmatizing features that (a) are usually “invisible” in traditional selection contexts but becom…
Examining the impact of applicant smoking and vaping habits in job interviews
Cigarette and electronic-cigarette users (i.e. vapers) are increasingly stigmatized in both society and the workplace. We examine effects of this stigmatization in the selection process by testing whether interviewers’ negative initial impressions of smokers and vapers extend throughout the interview. We used a dual-process framework of interviewer bias against stigmatized applicants, comprised of Type I-automatic and Type II-systematic processes…
Bias in the background? The role of background information in asynchronous video interviews
Asynchronous video interviews (AVIs) have become popular tools for applicant selection. Although AVIs are standardized, extant research remains silent on whether this novel interview format could introduce new forms of bias. Because many applicants complete AVIs from their homes, their video background could provide evaluators with information about stigmatizing features that (a) are usually “invisible” in traditional selection contexts but becom…
Examining the impact of applicant smoking and vaping habits in job interviews
Cigarette and electronic-cigarette users (i.e. vapers) are increasingly stigmatized in both society and the workplace. We examine effects of this stigmatization in the selection process by testing whether interviewers’ negative initial impressions of smokers and vapers extend throughout the interview. We used a dual-process framework of interviewer bias against stigmatized applicants, comprised of Type I-automatic and Type II-systematic processes…
Examining the impact of applicant smoking and vaping habits in job interviews
Cigarette and electronic-cigarette users (i.e. vapers) are increasingly stigmatized in both society and the workplace. We examine effects of this stigmatization in the selection process by testing whether interviewers’ negative initial impressions of smokers and vapers extend throughout the interview. We used a dual-process framework of interviewer bias against stigmatized applicants, comprised of Type I-automatic and Type II-systematic processes…
Bias in the background? The role of background information in asynchronous video interviews
Asynchronous video interviews (AVIs) have become popular tools for applicant selection. Although AVIs are standardized, extant research remains silent on whether this novel interview format could introduce new forms of bias. Because many applicants complete AVIs from their homes, their video background could provide evaluators with information about stigmatizing features that (a) are usually “invisible” in traditional selection contexts but becom…
Ready? Camera rolling… action! Examining interviewee training and practice opportunities in asynchronous video interviews
Examining discrimination in asynchronous video interviews
We conducted two studies to investigate how cultural differences based on country of origin influence the selection process in an asynchronous video interview (AVI) context. We drew upon the GLOBE cultural value dimensions and individual measures of prejudice to examine if raters evaluate job applicants who are more culturally dissimilar to them more negatively than culturally similar applicants. Professionals with hiring experience from the Unit…
“Anything you can do, I can do”
Psychology (5 works) · Social Psychology (5 works) · Applied Psychology (4 works) · Employer Branding and e-HRM (3 works) · Social and Intergroup Psychology (3 works) · Applied Psychology (2 works) · Computer Science (2 works) · Gender Diversity and Inequality (2 works) · Perception (2 works) · Social Psychology (2 works)