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

Eklöf, Petter LU and Ek, Erica LU (2015) PSYK11 20142
Department of Psychology
Abstract
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... (More)
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. (Less)
Abstract (Swedish)
Tidigare forskning har visat att attraktiva personer bedöms vara mer kompetenta och bättre lämpade i rekryteringssituationer jämfört med mindre attraktiva personer (Hosoda, Stone-Romero & Coats, 2003). Syftet med denna studie var att undersöka sambandet mellan attraktivitet och bedömning vid rekryteringar närmre. Hur bedöms attraktiva och oattraktiva individer i förhållande till medelattraktiva individer? Är fördelen med att vara attraktiv större än nackdelen med att vara oattraktiv? För att undersöka detta samband fick 60 studenter i enkätform bedöma 12 stycken cv:n vars bilder varierade i attraktivitetsgrad mellan attraktiv, medelattraktiv och oattraktiv, de fick även välja ut en av personerna till en fiktiv tjänst vid en bank. Vid... (More)
Tidigare forskning har visat att attraktiva personer bedöms vara mer kompetenta och bättre lämpade i rekryteringssituationer jämfört med mindre attraktiva personer (Hosoda, Stone-Romero & Coats, 2003). Syftet med denna studie var att undersöka sambandet mellan attraktivitet och bedömning vid rekryteringar närmre. Hur bedöms attraktiva och oattraktiva individer i förhållande till medelattraktiva individer? Är fördelen med att vara attraktiv större än nackdelen med att vara oattraktiv? För att undersöka detta samband fick 60 studenter i enkätform bedöma 12 stycken cv:n vars bilder varierade i attraktivitetsgrad mellan attraktiv, medelattraktiv och oattraktiv, de fick även välja ut en av personerna till en fiktiv tjänst vid en bank. Vid beslutet om anställning valdes en attraktiv kandidat oftare än både de medelattraktiva och oattraktiva. Vid bedömning av kandidaterna var det istället de oattraktiva som bedömdes signifikant sämre än både de attraktiva och medelattraktiva. I studien undersöktes också hur intern och extern motivation påverkar attraktivitetsbias. Samband mellan intern och extern motivation och bedömning av kandidater visade inga signifikanta resultat. (Less)
Please use this url to cite or link to this publication:
author
Eklöf, Petter LU and Ek, Erica LU
supervisor
organization
course
PSYK11 20142
year
type
M2 - Bachelor Degree
subject
keywords
prejudice, control, motivation, attractiveness, hiring, attraktivitet, rekrytering, kontroll, fördomar
language
Swedish
id
5044635
date added to LUP
2015-02-09 09:36:53
date last changed
2015-02-09 09:36:53
@misc{5044635,
  abstract     = {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.},
  author       = {Eklöf, Petter and Ek, Erica},
  keyword      = {prejudice,control,motivation,attractiveness,hiring,attraktivitet,rekrytering,kontroll,fördomar},
  language     = {swe},
  note         = {Student Paper},
  title        = {Det är insidan som räknas... Eller? - En studie om hur attraktivitet påverkar bedömning i rekryteringsprocesser.},
  year         = {2015},
}