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This just got posted to Ken Pope's listserv, so I thought I'd share it here too. The paper has the results from data collection done partially through this forum.
***
From: Ken Pope <>
Subject: Inappropriate Interview Questions for Psychology Doctoral & Internship Applicants
Date: October 5, 2014 11:39:28 AM CDT
To: Ken Pope <>
*Training and Education in Professional Psychology* has scheduled an article for publication in a future issue of the journal: "'So What Are You?': Inappropriate Interview Questions for Psychology Doctoral and Internship Applicants."
The authors are Mike C. Parent, Dana A. Weiser, and Andrea McCourt.
Here's how the article opens:
[begin excerpt]
Social scientists have long recognized and investigated the pervasive inequalities found in the job application process.
Arvey (1979), in a review of the literature, found that applicants were evaluated differently during interviews based on their gender, race, age, and disability status. More recently, researchers have found that pregnant women, individuals with disabilities, and minorities are more likely to be evaluated negatively during job applications (Bertrand & Mullainathan, 2004; Bragger, Kutcher, Morgan, & Firth, 2002; Hebl & Kleck, 2002).
Thus, we as psychologists have keen insight into discriminatory practices that occur in other employment fields.
It is surprising then that psychologists have done so little to evaluate our own field to ensure that applicants are provided with a fair, respectful, and culturally competent application experience.
To minimize potentially discriminatory hiring practices, interviewers should not ask about personal qualities that may be the basis of discrimination.
Whereas such practices are rigidly enforced in most workplace environments, it is unclear whether psychology professionals appropriately follow guidelines when interviewing applicants for graduate school and internship.
The current study assessed whether applicants to psychology doctoral programs and internships report being asked inappropriate questions during interviews.
First, we examined whether certain types of programs were reported to be more or less likely to pose such questions during the interview process.
Second, we assessed whether certain applicant characteristics were related to being asked inappropriate questions.
Finally, we explored whether applicants' qualifications were associated with having been asked these questions.
[end excerpt]
Here's how the article closes:
[begin excerpt]
This research offers a glimpse into a dark side of the graduate and internship application process.
From the data collected, it appears that graduate and internship applicants are regularly subjected to questions that constitute violations of privacy and open universities and internships to potential legal action.
Such questions are also antithetical to the ethical obligations of psychologists to abide by laws, to protect the dignity of others, and to engage in beneficence and nonmaleficence.
It is essential that doctoral and internship faculty, staff, and students/interns revisit ethical and legal issues surrounding recruitment processes, consult with professionals well-versed in human resources management, and revise practices to better respect applicants.
[end excerpt]
Reprints: Mike C. Parent, Department of Psychology, Texas Tech University, Lub- bock, TX 79409-2051. E-mail: <>
***
From: Ken Pope <>
Subject: Inappropriate Interview Questions for Psychology Doctoral & Internship Applicants
Date: October 5, 2014 11:39:28 AM CDT
To: Ken Pope <>
*Training and Education in Professional Psychology* has scheduled an article for publication in a future issue of the journal: "'So What Are You?': Inappropriate Interview Questions for Psychology Doctoral and Internship Applicants."
The authors are Mike C. Parent, Dana A. Weiser, and Andrea McCourt.
Here's how the article opens:
[begin excerpt]
Social scientists have long recognized and investigated the pervasive inequalities found in the job application process.
Arvey (1979), in a review of the literature, found that applicants were evaluated differently during interviews based on their gender, race, age, and disability status. More recently, researchers have found that pregnant women, individuals with disabilities, and minorities are more likely to be evaluated negatively during job applications (Bertrand & Mullainathan, 2004; Bragger, Kutcher, Morgan, & Firth, 2002; Hebl & Kleck, 2002).
Thus, we as psychologists have keen insight into discriminatory practices that occur in other employment fields.
It is surprising then that psychologists have done so little to evaluate our own field to ensure that applicants are provided with a fair, respectful, and culturally competent application experience.
To minimize potentially discriminatory hiring practices, interviewers should not ask about personal qualities that may be the basis of discrimination.
Whereas such practices are rigidly enforced in most workplace environments, it is unclear whether psychology professionals appropriately follow guidelines when interviewing applicants for graduate school and internship.
The current study assessed whether applicants to psychology doctoral programs and internships report being asked inappropriate questions during interviews.
First, we examined whether certain types of programs were reported to be more or less likely to pose such questions during the interview process.
Second, we assessed whether certain applicant characteristics were related to being asked inappropriate questions.
Finally, we explored whether applicants' qualifications were associated with having been asked these questions.
[end excerpt]
Here's how the article closes:
[begin excerpt]
This research offers a glimpse into a dark side of the graduate and internship application process.
From the data collected, it appears that graduate and internship applicants are regularly subjected to questions that constitute violations of privacy and open universities and internships to potential legal action.
Such questions are also antithetical to the ethical obligations of psychologists to abide by laws, to protect the dignity of others, and to engage in beneficence and nonmaleficence.
It is essential that doctoral and internship faculty, staff, and students/interns revisit ethical and legal issues surrounding recruitment processes, consult with professionals well-versed in human resources management, and revise practices to better respect applicants.
[end excerpt]
Reprints: Mike C. Parent, Department of Psychology, Texas Tech University, Lub- bock, TX 79409-2051. E-mail: <>