Ethnicity influence on employer's perception and recruitment decision-making
This paper examines how ethnic diversity of organisational clientele, contact to ethnic minorities and understanding of diverse cultures can influence the perception of fit (POF) of migrant candidates during recruitment decision-making. The study applies Allport's (1954) contact hypothesis to analyse how interaction with members of diverse background and positive exposure can reduce prejudice and unfavourable attitudes towards migrant professionals. Our research addressed the POF of Asian migrant professionals in IT Australian companies through 19 elite interviews.
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