It has been found that the information of gender conveyed by name affected name owner’s interview opportunity. Based on the theory of Statistical Discrimination, this paper explored the impact of different gender-oriented names on female job applicants’ interview opportunities at the initial stage of selection for interview. Study 1 examined the impact of three types of names on female job seekers' chances of getting an interview by constructing a simple recruitment situation and using a forced selection method when limited personal information (name, gender, education, and school of graduation) was provided. The results showed that female job seekers with masculine oriented names received the most interview opportunities, while female job seekers with gender-neutral and feminine oriented names received fewer interview opportunities, and there was no significant difference between the two. To test the robustness of the name effect, study 2 examined the effect of gender-specific names on interview chances using both forced selection and scoring methods, providing complete resume information for job applicants. Research 2 discusses the mechanism of trait words on the basis of research 1. The results show that name-related trait words can predict job interviews and how likely they are to be interviewed. Research 3 conducted a field study to send virtual matching resumes to vacant positions through commonly used recruitment websites in China, and conducted a statistical test on the responses of enterprises, to investigate whether in real recruitment situations, corporate recruiters would treat female names with different gender orientations differently in resume screening. When other information about the candidate was controlled for, resumes with masculinised names were the most likely to receive interview feedback, compared with resumes with feminised names and sexualised names. The research results have some enlightening significance to the practice of human resource management in enterprises.
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