Abstract
Based on Unconscious Thought Theory, our study shows that unconscious information processing can improve the quality of personnel selection. Unconscious information processing led to objectively better decisions than conscious processing, even though two cues that often bias personnel selection were present. Whereas many studies show that attractive and male job applicants are preferred, we found no gender or attractiveness bias under unconscious decision making. In contrast, conscious decision making reflected a gender bias and some evidence also points to an attractiveness bias.
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