An Experimental Research On Facial Attractiveness Stereotyping And It's Effects On Personnel Selection And Interview

Facial attractiveness stereotype is that "what is good is beautiful" stereotypes. People tend to associate attractive guys with positive characteristics, and often think that attractive people hold fine qualities that the poor do not have. Do facial attractiveness stereotypes affect the recruitment of job seekers? This study looks around the concept of stereotyping and will focus on the impact of the policies to personnel interviews, which is started in standardized IAT(Implicit Association Test) experiments displayed by a professional Psychological Experiment software called E-Prime. Then a field experiment is to explore whether facial attractiveness stereotype have impact on the screening of graduates resumes as well as hiring decision-making for a sex-role neutral job. Through T-test, partial correlation analysis, multiple regression analysis, the study reached the following conclusions:1. People usually show clear facial attractiveness stereotypes between facial attractiveness and personality characteristics relevant to the work. That is, they tend to associate positive personality characteristics relevant to the work to attractive people while attach negative personality characteristics to bad look individuals.2. Facial attractiveness stereotype is a stable implicit cognitive concept and have less external interference. Information opposite to the stereotype just plays a limiting role but will not completely eliminate the effects.3. Due to the impact of facial attractiveness stereotypes, the decision process is affected by the photographs on applicants' resumes. Facial attractiveness played the most important role and followed by the practical experience then is professional skills, applicants' majors and graduate schools. Scholar results did not show significant effect.4.The degree of influencing job seekers' facial attractiveness have on recruiters' decision have a positive correlation with such factors as school, professional achievement rankings, and practical experience, expertise and skills when candidates are applying for a neutral job.