Effects of applicant sex, applicant physical attractiveness, type of rater and type of job on interview decisions*

Abstract

Applicant sex, applicant physical attractiveness, type of rater (120 students and 105 professional employment interviewers) and the type of job were manipulated experimentally in a 2 x 2 x 2 x 2 design. Physical attractiveness of job candidates had the broadest influence on employment decisions. There was no main effect for applicant sex, but professional interviewers were biased in favour of female applicants while student raters were not. Also, as expected, professional interviewers rated job applicants less leniently than students did.

What is professional attire today? A conjoint analysis of personal presentation attributes

“…Generally, the literature indicates that attractive people are more favorable hires for management and management trainee positions than less attractive candidates are (Bardack and McAndrew, 1985;Cash and Kilcullen, 1985;Dipboye et al, 1975Dipboye et al, , 1977Gilmore et al, 1986;Johnson et al, 2010;Marlowe et al, 1996;Miller and Routh, 1985). Of relevance to the present study, students and industry representatives reported that level of attractiveness is a key factor in hiring decisions (Baker and McGregor, 2000).…”

History and Current Concepts in the Analysis of Facial Attractiveness

“…In the occupational domain, the attractive applicant is perceived to be more qualified for a job (all other qualifications being equal), 43,44 is more likely to be recommended and to be hired, 45,46 is predicted to be more successful, 47 and is better compensated. 48,49 In life in general, attractive people experience more positive outcomes.…”

Relationships between Perceptions of Conducting Effectiveness and Ensemble Performance

“…Attractiveness has been found to affect an employer's judgment about a job applicant (Beehr & Gilmore, 1982;Benson, Severs, Tagenhorst, & Loddengaard, 1980;Cann, Siegfiied, & Pearce, 1981;Cash, Gillen, & Bums, 1977;Cash & Kilcullen, 1985;Dipboye, Arvey, & Terpstra, 1977;Dipboye, Fromkin, & Wiback, 1975;Gilmore, Beehr, & Love, 1986;Heilman & Saruwatari, 1979;Shahani, Dipboye, & Gehrlein, 1993). Research has also shown that when jobs have been stereotyped as either being appropriate for males or for females, job applicants opposite those stereotypes are viewed less favorably for the job (Cash et al, 1977;Heilman & Saniwatari, 1979).…”