The Effect of Impression Management on Ex-offender Hiring Outcomes Is Not Moderated by Race and Ethnicity of the Ex-offender and Hiring Manager.

Abstract

Finding and maintaining employment is difficult for ex-offenders due to their criminal history but often required for community supervision. How ex-offenders discuss criminal history can influence their employment chances. Research has not yet explored moderating effects of race and ethnicity on ex-offender impression management when seeking employment. This study investigates how impression management strategies affect ex-offender hiring and whether race or ethnicity moderates such effects. College students (N = 198) were randomly assigned to vignettes describing an ex-offender job applicant which varied in impression management and race and ethnicity. Participants rated applicants on factors related to hiring decisions. Results indicate ex-offenders who apologized when discussing criminal history received stronger hiring recommendations. Race and ethnicity of the participant or ex-offender did not moderate the effect of impression management on hiring. Overall, ex-offenders benefitted equally from an apologetic strategy when discussing their criminal history regardless of their or the hiring manager's race or ethnicity.