Class markers on resumes—elite schools, certain internships, or culturally specific names—affect who gets interviews and often advantage privileged applicants. Sean Martin (University of Virginia) advises employers to assess whether those signals align with the skills and behaviors the organization actually needs. Research with Stéphane Côté (University of Toronto) found the highest self-reported entitlement among people born into and who remained in privilege, not among those who rose in class or stayed lower-class. Hiring teams should favor structured, skills-based evaluation over relying on class cues.
Do Resume Signals of Privilege Indicate Excellence — or Entitlement?
Man in suit with drink, cash, and gun
Class-based signals on resumes strongly shape which candidates are invited to interview, giving an edge to applicants from privileged backgrounds. That pattern can steer organizations toward hiring people who may be—or be perceived as—entitled rather than necessarily higher-performing.
Sean Martin of the University of Virginia, an Academy of Management scholar, urges leaders and hiring managers to scrutinize these "class signifiers" on CVs and in interviews through the practical lens of which hires will best serve the organization and contribute to its success.
What Counts As A Class Signifier?
- Names that suggest a particular race, ethnicity, region, or cultural origin
- The prestige, cost, or perceived exclusivity of listed educational institutions
- The types of extracurricular activities, hobbies, or social clubs noted
- The perceived selectivity, political leanings, or target demographics of past internships and employers
"Leaders who say they want to promote the ideals of most cultures around the globe and cultivate the kind of workplace where anybody can work hard and do well might want to hire people whose resumes show signs of upward mobility and growth from humble beginnings," Martin said. "There's evidence that that doesn't happen very often right now."
Martin and Academy of Management colleague Stéphane Côté of the University of Toronto examined entitlement across social-class trajectories. Their research found that people who moved upward in class or who remained in lower-class positions did not report especially high levels of entitlement. By contrast, the group with the highest self-reported entitlement were those born into privilege who remained privileged.
"I find that interesting, because one of the things that I'll hear from people who are hiring is, 'Boy, this next generation just seems so entitled,' and I find that funny," Martin said. "My interpretation of our research is that by targeting long track records of privilege, you're selecting for the people most likely to exhibit the very entitlement you say you want to avoid."
Practical Takeaways For Hiring Teams
- Reflect on whether prestige signals actually predict the behaviors and performance your organization needs.
- Consider structural changes—blind screening, standardized interview protocols, and skills-based assessments—to reduce reliance on class cues.
- Value evidence of resilience and growth (for example, upward mobility) rather than assuming privilege equals superior potential.
Adapted from Academy of Management Today.
Help us improve.
