Research Proposal

How Attractiveness Affect Hiring Decisions

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Abstract

Attractiveness can provide an individual with advantages that less attractive people may not be granted. These advantages can be seen in everyday life through the perception that attractive individuals are more intelligent, friendly, and employees. Many researchers have found that attractiveness can have an influence on who gets the job and who does not. There are differing views as to why attractive individuals have these advantages. Although there is not a theoretical approach devoted exclusively to the phenomenon of attractiveness is good, two theories, evolutionary theory and socialization theory, address the issue. Evolutionary theory suggests that there is an influence from hereditary practices, and socialization theory suggests there is a developmental influence. Either way, it would appear that being attractive has its advantages. One such advantage involves employee selection. Although this process has been studied extensively, most researchers have approached the subject from an explicit perspective of the hiring process. However, people use both an implicit and an explicit approach in their decision-making; thus, it is important to investigate how these two approaches affect the hiring practices of same and different sexes that are attractive and unattractive. In this paper we are investigating how attractiveness that affects hiring decisions.

Attractiveness Affect Hiring Decisions

Introduction

Morrow (1990) defines physical attractiveness as "the degree to which one's facial image elicits favorable reactions from others," (p. 47). Based on this ideology, the "what is beautiful is good" theory states that individuals who are perceived as being physically attractive are also perceived as possessing positive characteristics. Dion, Berscheid & Walster (1972) first labeled this phenomenon based on the results of a study investigating perceived attributions of individuals of varying degrees of attractiveness.

Later research agrees, suggesting that those who are physically attractive are associated with more desirable personality traits, future life outcomes, and social skills than those who are less attractive. Individuals who are considered to be physically attractive are also believed to possess other positive attributes such as popularity and sociability (Eagly, Ashmore, Makhijani & Longo, 1991). As will be comprehensively reviewed below, the psychology literature references the influence of perceived attractiveness on selection interview outcomes, both in the instance where attractiveness may work for and against the applicant.

Within the context of work, physical attractiveness has been shown to influence hiring (Marlowe, Schneider & Nelson, 1996), performance appraisals, promotions (Chung & Leung, 1988; Morrow, McElroy, Stamper & Wilson, 1990) and salary determinations (Dipboye, Arvey & Terpestra, 1977), with the more attractive employee making up to 15 percent more than the average looking or unattractive employee.

Throughout an interview, the employer should focus solely on the applicant's qualifications; however, it is inevitable for extraneous factors, such as attractiveness, nonverbal behaviors, grooming-habits and style of dress to also be influential. Specifically in selection, employment interviewers' may believe these characteristics are indicative that the individual is more qualified for the job and more deserving of a higher salary (Morrow, 1990). In fact, a recent meta-analytic review found that attractive people had an advantage over ...