Culture and Testing Practices: Is the World Flat?

Making a case for a change to using CEFR-oriented placement test scores: A reflexive ethnographic decision making

The term ‘language testing and assessment’ (LTA) seems to often invoke ideas related to numbers, such as mathematical equation and statistical calculation. This may range from scoring performance or responses to examination questions as numbers, to informing stakeholders of test results. This article investigates a series of actions pertaining to LTA by bringing in reflexive ethnography (Davies, C.A. [2008]. Reflexive Ethnography: A Guide to Researching Selves and Others. Routledge: London.). The aims are to add a humanistic element to the discipline in general and to feed another piece of applicability information to ethnographers in particular. Attempting at introducing such an approach largely qualitative as ethnography to the field of LTA can be useful because it may open up possibilities for balanced views in assessing language competence in future studies, in which social factors can also be taken explicitly into account for a decision making in LTA. For ethnographers, applicability of reflexive ethnography in LTA could mean the methodology achieves greater generalizability through a larger sample in the universe of admissible observations. A primary research question is whether a change in using CEFR-oriented placement test scores can be justified using empirical reasoning. Participatory observations, situational weigh-in, and statistical analyses are found capable of synergizing using a reflexive-ethnographic perspective for a justifiable decision-making process.

Implicit Age Cues in Resumes: Subtle Effects on Hiring Discrimination

Anonymous resume screening, as assumed, does not dissuade age discriminatory effects. Building on job market signaling theory, this study investigated whether older applicants may benefit from concealing explicitly mentioned age signals on their resumes (date of birth) or whether more implicit/subtle age cues on resumes (older-sounding names/old-fashioned extracurricular activities) may lower older applicants’ hirability ratings. An experimental study among 610 HR professionals using a mixed factorial design showed hiring discrimination of older applicants based on implicit age cues in resumes. This effect was more pronounced for older raters. Concealing one’s date of birth led to overall lower ratings. Study findings add to the limited knowledge on the effects of implicit age cues on hiring discrimination in resume screening and the usefulness of anonymous resume screening in the context of age. Implications for research and practice are discussed.