Good Job Interview Questions :
To hire the best applicants for the job, interviewers form judgments, sometimes
using applicants’ physical attractiveness. That is, physical attractiveness is usually not
necessarily related to how well one can do the job, yet has been found to influence
interviewer evaluations and judgments about how suitable an applicant is for the job. Once individuals are categorized as attractive or unattractive, interviewers may have
expectations about physically attractive and physically unattractive individuals and then
judge applicants based on how well they fit those expectations.
As a result, it typically turns out that interviewers will judge attractive individuals more favorably on job-related factors than they judge unattractive individuals. People generally agree on who is and who is not attractive and attractive individuals are judged and treated more positively than unattractive individuals. For example, people who think another is physically attractive tend to have positive initial impressions of that person (even before formally meeting them), perceive the person to be smart, socially competent and have good social skills and general mental health.
Within the business domain, physically attractive individuals have been shown to have an advantage over unattractive individuals in numerous ways, that include, but are not limited to, perceived job qualifications, hiring recommendations, predicted job success and compensation levels. As noted by several researchers, attractiveness may not be the most influential determinant of personnel decisions, but may be a deciding factor when applicants possess similar levels of qualifications. In addition, attractiveness does not provide an advantage if the applicants in the pool are of high quality, but it does provide an advantage in increased hiring rates and more positive job-related outcomes for attractive individuals when applicant quality is low and average.
Just as physical attractiveness is a visual cue, voal attractiveness is an auditory cue and
in lead to differing interviewer evaluations in the interview as well. Vocal attractiveness defined as an appealing mix of speech rate, lodness, pitch and variability, has been found
to be favorably related to interview and job performance. In addition, the fionality traits of agreeableness and conscienceness predict performance more strongly for people with more attractive compared to those with less attractive voices.
As important as it is to understand how physical attractiveness can influence the
judgments, behaviors and final decisions of interviewers, it is equally important to find
ways to decrease potential bias in the job interview. Conducting an interview with
elements of structure is a one possible way to decrease bias.
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