CHRISTELLE MARTIN LACROUX

Organizational Behavior, Recruitment, Team Management, Social Psychology, Psychosocial Risks

2021: Qualification to Supervise Research, sponsored by Professor Emmanuel Abord de Chatillon, defended on October 6, 2021, at the University of Grenoble-Alpes.  

2015: Ph.D. in Management Sciences, under the supervision of Ms. Line Bergery, Associate Professor with the right to supervise doctoral students, and Professor Cécile Dejoux; defended on October 16, 2015, at the University of Toulon, with the distinction of “with highest honors” and the jury’s congratulations. 2016 AGRH FNEGE / Didier Retour Thesis Award

2002/2000: Master’s Degree in Organizational Management and Dynamics (University of Paris X, in partnership with ESSEC, École Polytechnique, École nationale des Mines de Paris, and ESCP-EAP).

1999: External certification in economics and management.

BATAOUI, S., MARTIN-LACROUX, C. “Recruitment Chatbots: From the Candidate Experience to Its Implications for the Employer Brand,” 23rd Digital Marketing Conference, AFM, September 5–6, 2024, Paris.

KAUPP, A., LACROUX, A., MARTIN-LACROUX, C., “Taste-based, statistical, or aversive? Exploring recruitment discrimination in the French employment market,” EURAM 2024 Annual Conference—June 25–28, 2024, Bath, United Kingdom.

GALINDO, G., MARTIN-LACROUX, C., “Beyond the Hard/Soft Skills Typology: Lessons from Personal Branding for Students,” 34th AGRH Conference—October 25–27, 2023, Ajaccio.

LACROUX, A., MARTIN-LACROUX, C., “Trust People but Follow AI? The Paradox of Recruiters’ Trust in the Recommendations They Receive in Augmented Recruitment Situations,” 34th AGRH Conference—October 25–27, 2023, Ajaccio.

LACROUX, A., MARTIN-LACROUX, C. (2023). Recruiters’ Behaviors Faced with Dual (AI and Human) Recommendations in Personnel Selection, 83rd Annual Meeting of the Academy of Management, Boston, Massachusetts, USA, August 4–8, 2023.

BRAULT, V., LACROUX, A., LE GALL, P., MARTIN-LACROUX, C., SAILLET, A., WANG, S. (2023). Modeling Bias in Recruitment: A Study of the Influence of Bias in the Training Data of Different Procedures, 54th Conference on Statistics, Free University of Brussels, Belgium—July 3–7, 2023.

MARTIN-LACROUX, C., LACROUX, A., BRAULT, V. (2022). To trust or not to trust algorithms… that is the question? Recruiters’ perceptions and behavior regarding algorithms during the initial screening of résumés, 33rd AGRH Conference – October 19–21, 2022, Brest.

ABORD DE CHATILLON, E., LABORIE, C., MONNIER, A., LACROUX, A., MARTIN-LACROUX, C. (2023). Is Remote Management a Cure for Boredom in Telework? Revue de Gestion des Ressources Humaines, 129(3), 3–17. HCERES ranking in management: A; FNEGE ranking: 2

LACROUX, A., MARTIN-LACROUX, C. (2022). Should I Trust Artificial Intelligence to Recruit? Recruiters’ Perceptions and Behavior When Faced With Algorithm-Based Recommendation Systems During Resume Screening. Frontiers in Psychology, https://doi.org/10.3389/fpsyg.2022.895997

BATAOUI, S., GÉRARD, J., MARTIN-LACROUX, C. “Optimizing SME Recruitment by Humanizing the Website: The Role of Virtual Hospitality,” Décisions Marketing, 106, 197–211. HCERES ranking in management: B; FNEGE ranking: 3.

MARTIN-LACROUX, C., LACROUX, A., GÉRARD, J., BATAOUI, S. “The Challenge of Attracting Talent for SMEs: The Role of the Corporate Website,” Revue de Gestion des Ressources Humaines, 2022/2, 124, 24–44. HCERES ranking in management: A; FNEGE ranking: 2

RIVARD, M., BATAOUI, S., GÉRARD, J., MARTIN-LACROUX, C. “The Use of SME Websites to Attract Candidates: A Typological and Lexical Analysis Based on Employer Branding and Virtual Hospitality.”  @GRH, Proceedings of the Best Papers from the 32nd AGRH Congress, 40, 61–88. HCERES management ranking: B; FNEGE ranking: 3.

LACROUX, A., & MARTIN-LACROUX, C. (2021). Artificial Intelligence in the Fight Against Discrimination in Recruitment: New Promises and New Risks. Management & Avenir, 2(2), pp. 121–142—HCERES ranking (Management): B; FNEGE ranking: 3.

LACROUX, A., & MARTIN-LACROUX, C. (2019). Anonymous resumes: An effective preselection method? International Journal of Selection and Assessment, vol. 28, no. 1, pp. 98–111—HCERES ranking (Management): B; FNEGE ranking: 4

LACROUX, A., MARTIN-LACROUX, C. (2019). Perception of Spelling Errors During Personnel Selection: A Mixed-Methods Study of Recruiters’ Judgments Using Lexicometric Analysis. International Journal of Multiple Research Approaches, vol. 11, no. 2, pp. 180–199.

MARTIN-LACROUX, C., LACROUX, A. (2018). The Anonymous Resume: What Candidates Think. @GRH, No. 24, Vol. 4, pp. 93–120 – HCERES ranking in management: B; FNEGE ranking: 3

MARTIN-LACROUX, C. (2017). “Without the spelling errors, I would have shortlisted her…”: The impact of spelling errors on recruiters’ choices during the personnel selection process. International Journal of Selection and Assessment, No. 25, Vol. 3, pp. 276–283—HCERES Management ranking: B; FNEGE ranking: 4. “Top Cited Papers 2020” award presented by the International Journal of Selection and Assessment.

MARTIN-LACROUX, C., LACROUX, A. (2017). How Effective Is the Anonymous Resume? Lessons from an Experimental Study. *La Revue de Gestion des Ressources Humaines*, No. 104, Vol. 2, pp. 61–78 — HCERES ranking (Management): A; FNEGE ranking: 2

MARTIN-LACROUX, C., LACROUX, A. (2016). Do employers overlook spelling errors in applicants’ resumes? *Business and Professional Communication Quarterly*, No. 3, Vol. 80, pp. 321–335.

MARTIN-LACROUX, C. (2016). Assessing Spelling Skills During the Hiring Process: An Experimental Analysis of the Decisions and Discourse of a Sample of Recruiters. La Revue des Sciences de Gestion, Direction et Gestion, 50 Years of Innovation, No. 277, pp. 79–89—HCERES ranking for management: C; FNEGE ranking: 4.

MARTIN-LACROUX, C. (2015). Recruiters’ Consideration of Spelling Errors in Job Applications: An Empirical Study Using the Verbal Protocol Method. Revue @grh, No. 14, Vol. 1, pp. 73–97 – HCERES Management ranking: B; FNEGE ranking: 3.

MARTIN-LACROUX, C., LACROUX, A., BEN LARBI, S. (2015). A Typological Analysis of North American Companies’ Diversity Profiles: A Different Perspective on the Relationship Between Diversity and Performance. RIMHE Journal, No. 15, pp. 43–65—HCERES ranking (Management): C; FNEGE ranking: 3.

GALINDO, G., MARTIN-LACROUX, C., “Beyond the Hard/Soft Skills Typology: Lessons from Personal Branding for Students,” 34th AGRH Conference—October 25–27, 2023, Ajaccio.

LACROUX, A., MARTIN-LACROUX, C., “Trust People but Follow AI? The Paradox of Recruiters’ Trust in the Recommendations They Receive in Augmented Recruitment Situations,” 34th AGRH Conference—October 25–27, 2023, Ajaccio.

LACROUX, A., MARTIN-LACROUX, C. (2023). Recruiters’ Behaviors Faced with Dual (AI and Human) Recommendations in Personnel Selection, 83rd Annual Meeting of the Academy of Management, Boston, Massachusetts, USA, August 4–8, 2023.

BRAULT, V., LACROUX, A., LE GALL, P., MARTIN-LACROUX, C., SAILLET, A., WANG, S. (2023). Modeling Bias in Recruitment: A Study of the Influence of Bias in the Training Data of Different Procedures, 54th Conference on Statistics, Free University of Brussels, Belgium—July 3–7, 2023.

MARTIN-LACROUX, C., LACROUX, A., BRAULT, V. (2022). To trust or not to trust algorithms… that is the question? Recruiters’ perceptions and behavior regarding algorithms during the initial screening of résumés, 33rd AGRH Conference – October 19–21, 2022, Brest.

MARTIN-LACROUX, C., RIVARD, M., GERARD, J., BATAOUI, S. (2021). A Website to Attract Candidates? A Typological Study of SME Practices, 32nd AGRH Conference – October 13–15, 2021, Paris

MARTIN-LACROUX, C., JUBAN, JY. (2021). Quality of Life at Work: An Importance-Performance Analysis Approach., 32nd AGRH Conference – October 13–15, 2021, Paris

MARTIN-LACROUX, C., LACROUX, A. (2021). “When Ambiguity and Uncertainty Lead to Discrimination: Highlighting Aversive Discrimination in Resume Screening,” 37th EGOS Colloquium, “Organizing for an Inclusive Society: Meanings, Motivations, and Mechanisms”—July 8–10, 2021, Amsterdam.

MARTIN-LACROUX, C., LACROUX, A., BATAOUI, S., GERARD, J. (2021). Virtual Hospitality and Employer Branding Benefits Featured on Institutional Websites: A Source of Attractiveness for SMEs Through Proactive Organizational Support, 37th AFM International Congress – May 19–21 – Angers

MARTIN-LACROUX, C., BATAOUI, S., GERARD, J. (2021). When Virtual Hospitality Helps SMEs Attract Candidates, 31st AGRH (Francophone Association for Human Resources Management) Conference—March 3–5, 2021—Tours.

BATAOUI, S., GERARD, J., MARTIN-LACROUX, C. (2021).  How Does the Virtual Hospitality of an Institutional Website Influence Job Applicants: A Mixed-Methods Study Combining Lexical Analysis and Quantitative Data Analysis, 31st AGRH (Francophone Association for Human Resources Management) Conference—March 3–5, 2021, Tours.

BATAOUI, S., GERARD, J., and MARTIN LACROUX, C. (2020). Is a Website an Effective Tool for Attracting Candidates? A Study of the Effects of Virtual Hospitality on the Attractiveness of SMEs, 2nd AFM Research Day in collaboration with the AGRH Research Group “Employer Branding and HR Marketing” on Human Resources Marketing, October 15, University of Lyon 2.

MARTIN-LACROUX, C. & LACROUX, A. (2019). Artificial Intelligence in the Fight Against Discrimination in Recruitment: Unrealistic Promises? – 30th AGRH (Francophone Association for Human Resources Management) Conference – November 13–15, 2019 – Bordeaux.

MARTIN-LACROUX, C. & LACROUX, A. (2019). On the Difficulty of Reaching Consensus on the Effectiveness of Anti-Discrimination Recruitment Tools: The Aversive Discrimination Hypothesis. 30th AGRH (Francophone Association for Human Resources Management) Conference—November 13–15, 2019—Bordeaux.

MARTIN-LACROUX, C., MÜLLER, B., & LACROUX, A. (2019). “What a pity, there are so many errors!” What mistakes really matter to consumers? – 48th EMAC Conference (European Marketing Academy) – May 28–31, 2019 – Hamburg, Germany.

MARTIN-LACROUX, C., & LACROUX, A. (2019). Anonymous Resumes: An Effective Preselection Method? Lessons from Two Empirical Studies – 3rd Human Resource Division International Conference – January 9–11, 2019 – Dublin, Ireland.

MARTIN-LACROUX, C., & LACROUX, A. (2018). The Anonymous Resume: What Candidates Think – 29th AGRH (Francophone Association for Human Resources Management) Conference – October 29 and 30, 2018 – Lyon.

MARTIN-LACROUX, C., & LACROUX, A. (2018). Anonymous Resumes: Candidates’ Perceptions – 20th Congress of the AIPTLF (International Association of French-Speaking Work Psychology) – July 9–12 – Bordeaux.

MARTIN-LACROUX, C., MÜLLER, B., & REYMOND, D. (2018). “What a shame there are so many mistakes!”: How Consumers Perceive Mistakes – 34th International Congress of the AFM (French Marketing Association) – May 16–18 – Strasbourg.

MARTIN-LACROUX, C. & LACROUX, A. (2017). “Smile, You’ve Been Hired…?”: The Effect of Cues and Signals on Recruiters’ Pre-selection Decisions – 28th AGRH (Francophone Association for Human Resources Management) Conference – October 10–13, 2018 – Aix-en-Provence.

MARTIN-LACROUX, C. & LACROUX, A. (2016). Lexical Analysis: A Tool for Mixed-Methods Research – 19th Congress of the AIPTLF (International Association of French-Speaking Work Psychology) – July 10–13, 2016 – Brussels.

LACROUX, A. & MARTIN LACROUX, C. (2016). Combined Statistical Analysis: Proposal for a Mixed Method of Hypothesis Testing Based on the Quantification of Qualitative Data – AIMS Methodological Workshop Thematic Day “The Quantification of Qualitative Data” – November 16, 2016 – Boulogne.

MARTIN-LACROUX, C. (2015). What Effect Do Spelling Errors Have on the Initial Screening of Job Applications? Lessons from a Mixed-Methods Analysis of 536 Recruiters—26th AGRH (Francophone Association for Human Resources Management) Conference—November 4–6, 2015—Montpellier.

LACROUX, A. & MARTIN-LACROUX, C. (2015) Combined Statistical Analysis of Numerical and Textual Data: An Enhanced Tool for Hypothesis Testing — 4th International Symposium and Doctoral Seminar on Research Methods, ISEOR Academy of Management Research Methods Division — June 10 and 11, 2015 — Lyon.

MARTIN LACROUX, C. (2014).  The Role of Spelling Skills in the Selection Process: Technical Competence or Soft Skill? An Empirical Study Using the Verbal Protocol Method—25th AGRH (Francophone Association for Human Resources Management) Conference—November 5–7, 2014—Chester (United Kingdom).

MARTIN LACROUX, C. (2014). Judgments on Spelling Errors in Job Applications: An Experiment with Prospective Job Candidates—18th Congress of the AIPTLF (International Association of French-Speaking Work Psychologists)—August 26–29, 2014—Florence, Italy. 

LACROUX, A. & MARTIN LACROUX, C. (2014). The Assessment of Writing Skills During the Recruitment Process: A Statistical and Semantic Analysis of the Decisions of a Sample of Recruiters—18th Congress of the AIPTLF (International Association of French-Speaking Work Psychology) — August 26–29, 2014 — Florence (Italy). 

2025/: Director of the Doctoral School in Management Sciences (ED 275). Chair of the ED SG’s HDR Committee.

2025/: Training Specialist (HCERES) 

2024/: Member of the Scientific Advisory Board of MIAI (Multidisciplinary Institute in Artificial Intelligence), UGA

2024/: Member of the jury for the external agrégation exam in Economics and Management

2024–2025: Associate Director of the Doctoral School of Management Sciences, UGA

2021–2026: Director of the Center for Shared Teaching Methods, IUT2, UGA

2023–2026: Academic Director of the Professional Bachelor’s Degree in Entrepreneurship, with a specialization in Business Development, a 3-year hybrid program, 1 class combining full-time, continuing education, and work-study options, IUT2, UGA

Research Projects:

2024–2027: Project Leader for the BOTRAPP IRGA/IDEX UGA project ( Impacts of Chatbots on Recruiters and Applicants). Objective: to study the effects of various characteristics of a recruitment-specific chatbot (social presence, voice, anthropomorphism, etc.) on the attitudes and behaviors of candidates and recruiters.

2021–2023: Project Leader for the IAB@R Project ANR-15-IDEX-02  (Artificial Intelligence, Bias, and Acceptability in Recruitment). Objective: To study the validity of predictive recruitment tools and analyze their effects on the attitudes and behaviors of candidates and recruiters.   

2018–2020: Project Leader for the EBSATT ( Employer Brand and SME Attractiveness) project (2018–2020). Objectives : to apply the concept of virtual hospitality to the context of attracting candidates to SMEs and to study its effects on candidates’ attitudes and behaviors.