Det är insidan som räknas... Eller? - En studie om hur attraktivitet påverkar bedömning i rekryteringsprocesser.

Sammanfattning: Prior research shows that in regards to hiring, attractive people are perceived as being more competent and well suited for a job compared to less attractive peers (Hosoda, Stone-Romero & Coats, 2003). The purpose of this study has been to further examine the relationship between attractiveness and ratings of job-candidates. How do attractive and unattractive individuals compare to individuals of medium attractiveness? Do attractive people benefit from their looks more than unattractive people suffer because of being unattractive? To examine this relationship 60 students were asked to answer a survey where they would rate 12 CVs where the attached headshot was varied in attractiveness between three levels: attractive, medium and unattractive. They were also asked to choose one of the candidates for hiring at a fictive job opening at a bank. When deciding who to hire an attractive candidate was chosen as often as both the medium and unattractive candidates combined. When instead looking at the individual ratings, the attractive candidates were rated the highest and the unattractive candidates were rated significantly lower than the other two groups. The study also examined whether internal or external motivation has any effect on the bias for attractiveness. The correlation between internal and external motivation with the ratings of candidates failed to reach significant results.