Effects of advertised human resource management practices on attraction of African American applicants

Student members of a national organization of African American engineers and currently employed African American engineers responded to a hypothetical job advertisement differing by staffing policy, advertised work characteristics, and compensation system characteristics. Both groups of respondents reported being more likely to apply when the staffing policy was identity conscious than when it was identity blind. However, only the student sample reported being more likely to apply when the advertisement described team-based work instead of individual-based work. Both groups reacted negatively to the combination of individual-based work and group-performance based pay systems.