η2 = .129). Post-hoc Games-Howell test was used over Tukey HSD due to violating the test for homogeneity of variances (p = .046), resulting in the need to interpret Welch's test for unequal variances. Post-hoc Games-Howell indicated participants from small private institutions reported a statistically significantly higher influence of interview score compared to both participants from small public institutions (p < .001) and large public institutions (p = .028). The difference between small private and large public was a medium to large effect size (d = .70), and the difference between small private and small public represented a larger than typical effect size (d = 1.12). TABLE 4 Mean Comparison and t-test for Hiring Influences by Participant Characteristics PROFESSIONAL STATUS RACE GENDER Hiring Influence Pro Grad M M d Staff diversity 4.42 4.49 4.35 4.69 .44* 4.48 4.37 Group process interactions 4.39 4.46 4.35 4.57 4.52 4.27 .19 Group process score 4.18 4.23 4.14 4.35 4.02 .24 Essay 4.01 3.97 4.05 3.86 3.98 4.08 Interview score 4.07 3.73 .32 3.98 3.97 4.12 3.81 Leadership experience 3.75 4.14 .44* 3.86 3.85 3.89 3.84 Personal interactions 3.85 3.76 3.79 3.91 3.88 3.81 Advice from peers 3.87 3.80 3.80 3.85 3.76 Reference(s) 3.60 3.78 .16 3.57 3.85 .26 3.88 3.43 .43 Grade-point-average 3.62 3.43 .15 3.65 3.34 .26 3.52 3.59 Resume 3.47 3.14 .21 3.41 3.29 3.11 3.65 .34 Current RA staff feedback 3.34 3.41 3.27 3.60 .31 3.14 3.54 .36* Direct supervisor advice 3.22 3.54 .29 3.23 3.54 .28 3.42 3.21 .19 Candidate's social media 2.56 3.00 .32 2.42 3.33 .71** 2.85 2.59 .19 4.27 3.62 .25 White POC Female Male M M d M M d .18 .31 Note. Only Cohen's d values of .15 or greater are reported. Pro= full-time professional, Grad = graduate assistant, POC = participant of color. *p < .05, **p < .001. Volume 47, No. 3 * 2021 51