Start Date
April 2026
Location
2nd floor - Library
Abstract
The purpose of this study is to examine the effect of framing of ADHD disclosure in the job interview on the perceived hireability and competence of male and female candidates. Using a 2x3 between-subjects factorial experimental design, 300 Prolific participants were asked to imagine they were a hiring manager deciding whether to hire a qualified applicant in the final stage of interviews. They were randomly assigned to one of six vignettes, differing on applicant gender (male or female) and type of ADHD disclosure (no disclosure, neutral disclosure, or disclosure with positive framing of the disability). Then, they were asked to rate their perceptions of the applicant’s hireability and competence. After removing participants who failed the manipulation checks, the final sample size was 262. Two 2x3 between-subjects ANOVAs were conducted to examine the effects of gender and disability disclosure on participants’ perceptions of applicant hireability and competence. Results revealed that ADHD disclosure had a significant main effect on hireability, but not competence. Post-hoc analyses showed that hireability perceptions were rated significantly higher in the control condition than in the neutral condition.
Effect of ADHD Disclosure in Job Interviews on Applicant Perceptions
2nd floor - Library
The purpose of this study is to examine the effect of framing of ADHD disclosure in the job interview on the perceived hireability and competence of male and female candidates. Using a 2x3 between-subjects factorial experimental design, 300 Prolific participants were asked to imagine they were a hiring manager deciding whether to hire a qualified applicant in the final stage of interviews. They were randomly assigned to one of six vignettes, differing on applicant gender (male or female) and type of ADHD disclosure (no disclosure, neutral disclosure, or disclosure with positive framing of the disability). Then, they were asked to rate their perceptions of the applicant’s hireability and competence. After removing participants who failed the manipulation checks, the final sample size was 262. Two 2x3 between-subjects ANOVAs were conducted to examine the effects of gender and disability disclosure on participants’ perceptions of applicant hireability and competence. Results revealed that ADHD disclosure had a significant main effect on hireability, but not competence. Post-hoc analyses showed that hireability perceptions were rated significantly higher in the control condition than in the neutral condition.
