Abstract
When a recruiter is assessing a large number of job candidates, the stereotype “What is beautiful is good” can be used as a cognitive shortcut towards a quick decision. Previous literature has not explained the role of individual differences among recruiters. This article is drawing a possible connection between activation of the stereotype “What is beautiful is good” and recruiters' ideological attitudes, personality, their own physical attractiveness, and their socio-demographic characteristics. Understanding these relations could help to improve selection processes by reducing bias in hiring decisions based on stereotypical thinking. Recruitment staff should be trained about social cognition and Human Resource (HR) departments should establish protocols and policies that anonymise job applicants. HR departments should commission psychometric testing to evaluate personality/ideological attitudes of potential would-be recruitment staff and gain advice about the implications of staff test scores.
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