Judging good appearance in personnel selection

Altair Dos Santos Paim,Marcos Emanoel Pereira

doi:10.1590/1984-9250876

Abstract

ABSTRACT Judgement of what one views as good appearance in the selection of job applicants may reveal racial bias in access to the labor market. The purpose of this study is to evaluate the effects of racism in judging physical appearance in personnel selection. The non-random sample was composed of seventy-four (74) participants, of whom forty-two were human resources professionals (57%). The instruments used were an assessment of résumés, a set of prejudice scales, an inventory of racism in the labor market, an indicator of good appearance and a sociodemographic questionnaire. Three hypotheses were tested. Hypothesis 1, which postulated a preference for white candidates was confirmed. Hypothesis 2 was corroborated, because the professionals showed a higher tendency to choose candidates with a fairer complexion. Hypothesis 3, which made reference to good appearance was rejected, because the participants elected hygiene as a further element present in the judgment in selecting candidates. Finally, it is considered that the selection process should be based on the acceptance of racial diversity, a key element for the development of creative and innovative organizations.

Highlights

Personnel selection represents the process used for hiring qualified professionals to meet the needs pointed out by several sectors of an organization
The professional is confronted with the information overload associated with the number of candidates and the dynamics of the interactions in the various stages of the selection process
Professional experience is often neglected for the benefit of an attribute that is more related to the physical attractiveness of the candidate, and, attractive faces are favored in decision making in personnel selection (HOSODA; STONE; STONE-ROMERO, 2003; SHAHANI-DENNING, 2003; HARRISON; THOMAS, 2009; LITTLE, 2012)

Summary

INTRODUCTION

Personnel selection represents the process used for hiring qualified professionals to meet the needs pointed out by several sectors of an organization. The person selecting the applicants evaluates the most suitable candidates for the position, and, to do so, must use objective criteria such as education, skills, knowledge and professional experience This process, is not free from stereotypes and social prejudices. By electing physical attractiveness as a criterion, the personnel recruiter would define the hiring of personnel on the basis of an aesthetic standard (SALGUEIRO, 2009) that must be socially imposed In this case, professional experience is often neglected for the benefit of an attribute that is more related to the physical attractiveness of the candidate, and, attractive faces are favored in decision making in personnel selection (HOSODA; STONE; STONE-ROMERO, 2003; SHAHANI-DENNING, 2003; HARRISON; THOMAS, 2009; LITTLE, 2012). Hypothesis 3, regarding good appearance, supposes that in the judgment on the items that define this criterion in a selection of personnel, the color of the skin would present a lower rate of acceptance, as participants tend to control prejudice by denying that skin color defines ‘good appearance’ or physical attractiveness

PARTICIPANTS

Findings

PROCEDURE