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The purpose of the current study is to investigate occupational stereotypes among a professional sample of recruiters and other employees on the two fundamental dimensions of warmth and competence.

The authors conducted a survey to collect professionals´ (mostly recruiters´) ratings of preselected occupations. Participants were asked to rate warmth and competence attributes. Factor and cluster analysis were employed to investigate the two-dimensional structure of the warmth/competence space and how and whether occupations cluster as predicted by the stereotype content model (SCM).

Almost all occupations showed a clear two-factorial structure, corresponding to the warmth/competence dimensions. A five-cluster solution was deemed appropriate as depicting how occupations disperse on these dimensions. Implications for stereotyping research, the design of hiring discrimination experiments, and HRM are discussed.

In contrast to previous related research, in which participants select the included occupations themselves, the authors included prespecified common occupations, which should be important for representativeness. In addition, previous research has been conducted in the United States, while the authors conduct this study in a European context (Sweden). Finally, instead of studying students or participants with unspecified work experience, the authors focus on professionals (mostly recruiters).

Numerous studies have shown that minority workers are disadvantaged in the labour market due to stereotypes and discrimination. However, published research on résumé screening has overlooked the effects of multiple social categorisations pertaining to candidates' gender, education and origin. This study addresses this gap and examines whether the gender, the level of education and the national origin cues mentioned in the résumé affect the perceived employability of candidates.

This study employs an experimental between-subjects factorial design in that 12 résumés varying in gender, education and national origin were rated by 373 Portuguese working adults.

The results documented a gender premium as women were favoured in interpersonal and job skills but not in job suitability, and an education premium, since higher educated candidates were preferred despite their gender and origin. No meaningful interactions for gender × education × national origin were observed, which suggests that ingroup favouritism and outgroup discrimination in résumé screening can be averted.

The findings endorse a multidimensional view of perceived employability by investigating candidates' skills and job suitability from the viewpoint of the decision-makers, which extends our understanding of résumé-screening discrimination. This is critical to prevent hiring discrimination at an earlier career stage, which can increase youth employment and enhance the integration in the labour market of local minorities such as women, inexperienced workers and second-generation immigrants.

Nearly 40 years since they first appeared, there is renewed interest in dashboards, engendered by the diffusion of business intelligence (BI) desktop software, such as Power BI, QlikView and Tableau, denoted collectively as “self-service” BI. Using these commodity software tools, the work to construct dashboards apparently becomes easier and more manageable and no longer requires the intervention of specialists. This paper aims to analyse the implementation of this kind of commodity dashboard in a university, exploring its role in performance management processes and investigating whether the dashboard affects the organisation (or not).

This paper focusses on an action research project developed by the authors, where the objective was to design and implement a dynamic performance measurement tool fitting the needs of department directors. The three authors were all involved in the project, respectively, as project manager, dashboard implementation manager and accounting manager of the studied organisation.

The results reveal a specific but complex change to the procedures and outcomes in the organisation studied, where the dashboard becomes a boundary infrastructure, thereby reviving technical and organisational problems that had been latent for years.

In this paper, the authors contribute to the debate on the digital age and the role of accounting with their exploration into the “revolution” of self-service BI tools. The democratisation and flexibility of these instruments put into discussion two core and somewhat controversial functions of accounting: data integration and personalised reporting.