CLOTHING COLOR VALUE AND FACIAL EXPRESSION: EFFECTS ON EVALUATIONS OF FEMALE JOB APPLICANTS

1986 ◽  
Vol 14 (1) ◽  
pp. 89-98 ◽  
Author(s):  
Mary Lynn D Amhorst ◽  
J. Ann Pinaire Reed
Keyword(s):  
Facial Expression ◽  
Semantic Differential ◽  
Job Applicants ◽  
Hiring Decisions ◽  
Substantial Impact ◽  
Male And Female ◽  
Color Value

Color value (light vs. dark) of clothing and facial expression (smiling vs. serious) were varied in photographs of six female job applicants. Male and female business persons (N = 208) judged the photographs on 14 semantic differential scales. Facial expression significantly affected evaluations of Character-Sociability characteristics. Clothing color value was more important in influencing perceptions of Potency, i.e., competence and boldness, but ‘only for male interviewers. Results indicate that clothing color may have significant but not substantial impact on hiring decisions made by male business persons.

THE INFLUENCE OF FACIAL HAIR ON IMPRESSION FORMATION

1990 ◽  
Vol 18 (1) ◽  
pp. 169-175 ◽  
Author(s):  
J. Ann Reed ◽  
Elizabeth M. Blunk
Keyword(s):  
Impression Formation ◽  
Physical Attractiveness ◽  
Semantic Differential ◽  
Job Applicants ◽  
Hiring Decisions ◽  
Job Applicant ◽  
Facial Hair ◽  
Management Positions

The influence of facial hair on the perception of a job applicant by persons in business was examined in this study. Subjects were 228 persons in management positions who made hiring decisions. Subjects were shown ink sketches of six male job applicants. The sketches varied on three facial hair dimensions-clean shaven, moustached, and bearded. Sketches were evaluated on semantic differential scales. Results indicated consistently more positive perceptions of social/physical attractiveness, personality, competency, and composure for men with facial hair.

scholarly journals Employment Lapses and Subsequent Hiring Disadvantages: An Experimental Approach Examining Types of Discrimination and Mechanisms

2021 ◽  
Vol 7 ◽  
pp. 237802312110198
Author(s):  
Katherine Weisshaar
Keyword(s):  
Labor Market ◽  
Job Performance ◽  
Experimental Approach ◽  
Cognitive Biases ◽  
Job Applicants ◽  
Survey Experiment ◽  
Hiring Decisions ◽  
Positive Information ◽  
Employment Gaps ◽  
Types Of Information

Employment interruption is a common experience in today’s labor market, most frequently due to unemployment from job loss and temporary lapses to care for family or children. Although existing research shows that employment lapses cause disadvantages at the hiring interface compared to individuals with no employment disruptions, competing theories predict different mechanisms explaining these hiring penalties. In this study, the author uses an original conjoint survey experiment to causally assess perceptions of fictitious job applicants, focusing on a comparison of unemployed applicants and nonemployed caregiver applicants, who left work to care for family, to currently employed applicants. The author examines whether disadvantages for job applicants with employment gaps are receptive to positive information (and therefore represent a form of “informational bias”) or are resistant to information (reflecting “cognitive bias”) and further assesses which types of information affect or do not affect levels of bias in fictitious hiring decisions. Results show that positive information on past job performance and social skills essentially eliminates disadvantages faced by unemployed job applicants, but nonemployed caregiver applicants remain disadvantaged even with multiple types of positive information. These findings suggest that unemployed applicants face informational biases but that nonemployed caregiver applicants face cognitive biases that are rigid even with rich forms of positive or counter-stereotypical information. This study has implications for understanding the career consequences of employment disruption, which is especially relevant to consider in light of labor market disruptions during the recent pandemic.

Context in Selection of Men and Women in Hiring Decisions: Gender Composition of the Applicant Pool

2005 ◽  
Vol 96 (2) ◽  
pp. 349-360 ◽  
Author(s):  
Jos Van Ommeren ◽  
Giovanni Russo ◽  
Reinout E. De Vries ◽  
Mark Van Ommeren
Keyword(s):  
The Netherlands ◽  
Job Applicants ◽  
Effect Sizes ◽  
Gender Composition ◽  
Lower Probability ◽  
Hiring Decisions ◽  
Sex Composition ◽  
Applicant Pool ◽  
Men And Women ◽  
Selection Of

The hypothesis that the sex composition of an applicant pool affects the hiring probabilities of individual job applicants was tested using gender-distinctive information on accepted and rejected job applicants in The Netherlands. The evidence supports this hypothesis, although the effect sizes are moderate. Both men and women have a lower probability of being hired when the applicant pool contains fewer applicants from their own sex.

The Semantic Differential of Color Pyramid Test Instructions

1964 ◽  
Vol 19 (3) ◽  
pp. 968-970
Author(s):  
Martha Dilts ◽  
Robert E. Taylor
Keyword(s):  
Semantic Differential ◽  
Male And Female

The semantic differential was employed to evaluate the use of alternative translations of the term schoene. For both male and female undergraduates the semantic profiles of either choice, pretty vs beautiful, were nearly identical. The findings were also remarkably consistent with those reported in a similar study.

Will it be Disclosure or Fabrication of Personal Information?

2010 ◽  
pp. 231-254 ◽  
Author(s):  
Xun Li ◽  
Radhika Santhanam
Keyword(s):  
Personal Information ◽  
Personal Data ◽  
Job Applicants ◽  
Accurate Information ◽  
Hiring Decisions ◽  
Job Applicant ◽  
Privacy Concerns ◽  
Willingness To Disclose ◽  
Information Sensitivity ◽  
Theoretical Foundations

Individuals are increasingly reluctant to disclose personal data and sometimes even intentionally fabricate information to avoid the risk of having it compromised. In this context, organizations face an acute dilemma: they must obtain accurate job applicant information in order to make good hiring decisions, but potential employees may be reluctant to provide accurate information because they fear it could be used for other purposes. Building on theoretical foundations from social cognition and persuasion theory, we propose that, depending on levels of privacy concerns, organizations could use appropriate strategies to persuade job applicants to provide accurate information. We conducted a laboratory experiment to examine the effects of two different persuasion strategies on prospective employees’ willingness to disclose information, measured as their intentions to disclose or falsify information. Our results show support for our suggestion As part of this study, we propose the term information sensitivity to identify the types of personal information that potential employees are most reluctant to disclose.

Eye Contact, Facial Expression, Sex, and the Violation of Personal Space

1978 ◽  
Vol 46 (2) ◽  
pp. 579-584 ◽  
Author(s):  
Jeff Hughes ◽  
Morton Goldman
Keyword(s):  
Facial Expression ◽  
Eye Contact ◽  
Personal Space ◽  
Same Sex ◽  
Male And Female ◽  
Male Subjects ◽  
Female Confederate ◽  
Female Subjects

Two experiments carried out in a public elevator examined how variations in eye contact, facial expression, sex of subject and of experimental confederate affected the violation of personal space. The first experiment “forced” subjects (79 females and 105 males) to violate the personal space of male of female confederates who were either directing their gazes at the subjects or were avoiding eye contact by having their backs to entering passengers. In the first condition the confederates were both male while in the second condition both confederates were female. For male subjects, as eye contact increased from male and female confederates, violations of personal space decreased. Male subjects preferred to violate the personal space of the confederates who had their backs to them, regardless of the sex of the confederates. Female and male subjects responded similarly when the confederates were males. However, when the confederates were females, female subjects preferred to violate the space of the female confederate who gazed at them rather than the female confederate who had her back to them. In the second experiment the subjects (86 females and 90 males) were again “forced” to violate the personal space of two confederates of the same sex. In each of two conditions one of the confederates avoided gazing at entering subjects but the second confederate smiled while gazing directly at the entering subjects. Male subjects again preferred to violate the personal space of the confederate whose back was to them, regardless of the confederate's sex. Female subjects, however, preferred to violate the personal space of confederates who smiled while gazing directly at the entering subjects. This occurred for both male and female confederates.

THE EFFECT OF CLOTHING VARIATION ON FIRST IMPRESSIONS OF FEMALE JOB APPLICANTS: WHAT TO WEAR WHEN

1981 ◽  
Vol 9 (1) ◽  
pp. 53-64 ◽  
Author(s):  
M. Rucker ◽  
D. Taber ◽  
A. Harrison
Keyword(s):  
Job Applicants ◽  
First Impressions ◽  
Job Interview ◽  
Male And Female ◽  
Relative Disadvantage ◽  
Favorable Impression ◽  
Male Dominated ◽  
Male Subjects ◽  
Female Subjects

Male and female subjects rated a standardized, professionally drawn female in each of 12 outfits as to impressions they would make in job interview situations. The 12 jobs represented combinations of high- and low-status and male-dominated and female-dominated occupations. Formfitting outfits were rated more favorably than loose outfits, and the layered look more favorably than the nonlayered look. High necklines were seen as more appropriate than moderate or low necklines, except when seeking a low-status, male-dominated job. Regardless of outfit, the woman was seen as likely to make a more favorable impression when applying for a female-dominated rather than male-dominated job, and her relative disadvantage in the latter situation was seen as particularly pronounced by male subjects.

THE INFLUENCE OF PHYSICAL APPEARANCE ON PERSONNEL SELECTION

2003 ◽  
Vol 31 (6) ◽  
pp. 613-623 ◽  
Author(s):  
Micheal L. Shannon ◽  
C. Patrick Stark
Keyword(s):  
Personnel Selection ◽  
Physical Appearance ◽  
Job Applicants ◽  
Hiring Decisions ◽  
Decision Level ◽  
Management Positions ◽  
Selection Decision ◽  
Final Selection

Previous research suggests that physical appearance variables may play a role in employment hiring decisions. This study examined the influence of two physical appearance variables, beardedness and attractiveness, on personnel selection. Fifty undergraduate participants were given the task of evaluating and selecting between nine equally qualified male job applicants applying for a fictitious management trainee position. A photograph was attached to each of the nine applications. Photographs differed systematically on level of beardedness and attractiveness. Results indicated that the level of attractiveness of the photographs significantly affected the evaluation of the application to which it was attached, but did not significantly affect the subjects' final selection decision. Level of beardedness of the photographs was not found to have a significant effect on evaluation of the applications. However, there was a trend in the data that suggested that bearded applicants, although evaluated equally with nonbearded applicants, were selected for management positions at lower rates. Implications and limitations of these results are also examined.

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