A recent study by researchers from Freie Universität Berlin, the Neu-Ulm University of Applied Sciences, and Ulm University found that people who speak with a regional dialect or accent might face challenges in job interviews.
The study looked at data from 3,615 participants across 22 studies. It discovered that applicants who spoke in nonstandard ways were often seen as less competent and were less likely to get job offers, even if their answers were just as good. The studies compared interviews in standard English or German with those in nonstandard language varieties. These findings highlight the importance of being aware of biases in hiring processes.
The research team uncovered two important findings:
- Job seekers who use nonstandard language are viewed as less competent compared to those who use standard language, even if their qualifications are the same.
- Their chances of being hired (“hirability”) are also lower compared to identical candidates who speak standard language.
Additionally, the study found no evidence that professional human resources managers are less affected by these biases in their hiring decisions compared to non-professionals. Similarly, even when interviews are conducted by other nonstandard language speakers, the disadvantages faced by those who speak nonstandard language persist.
Given these findings, the researchers suggest using structured interviews with predetermined questions that focus on the job itself.
“Evaluations should be made with regard to the candidate’s qualifications and suitability for the position—as demonstrated by the content of their answers, not their accent or the language they use,” the authors conclude. “This could help us to reduce the negative effects of bias or misplaced judgments and ensure a fairer selection process.”
