How Educational Background Influences Recruitment Evaluation: Evidence from Event-Related Potentials

TL;DR

This study shows that recruiters pay more attention to candidates from elite universities and top internships, as revealed by brain activity measurements.

Contribution

The study provides neurophysiological evidence of educational bias in hiring using ERP measurements.

Findings

Applicants from elite universities and Fortune 500 interns received higher evaluation scores.

Fortune 500 experience increased P200 amplitudes, indicating early attention.

Elite university candidates showed both enhanced P200 and reduced N300 amplitudes.

Abstract

This study used event-related potentials (ERPs) to examine how candidates’ educational background (elite vs. non-elite universities) and prior internship experience (Fortune 500 vs. non-Fortune 500 enterprises) influence recruitment evaluations. Thirty-two participants completed a 2 × 2 within-subjects design task. Behavioral data indicated that applicants with Fortune 500 internships and graduates from elite universities received higher evaluation scores. ERP results revealed that Fortune 500 experience elicited larger P200 amplitudes (reflecting early attention). Crucially, this effect was modulated by educational background as only candidates from elite universities showed both enhanced P200 and reduced N300 amplitudes (suggesting efficient later processing). These findings indicate that recruiters dynamically allocate attention based on academic prestige (P200) and evaluate semantic congruence between education and employer reputation (N300), providing neurophysiological evidence for educational bias in hiring.

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