Orientations toward personnel selection: Differential reliance on appearance and personality.

Abstract

In two studies we examined the hypothesis that he psychological construct of self-monitoring would identify people who adopt distinctly different strategies in personnel selection. In both experiments, undergraduates examined information about the physical appearance and person liti s of two appli-cants for a specific job and then decided which applicant should receive ajob offer. In Study 1 information about the applicants ' physical attractiveness and job-appropriate dispositions was var-ied. In Study 2 job appropriateness of the applicants ' physical appearance and of their personalities were both varied. In each study, high self-monitoring individuals placed greater weight on informa-tion about physical appearance than did low self-monitoring individuals. By contrast, low self-moni-toring individuals put greater weight on information about personal dispositions than did high self-monitoring individuals. We discuss the implications f r understanding personnel selection as well as for decision making i interpersonal contexts. Some of the most important and consequential decisions in people's lives are made by other people. Who to befriend or avoid, marry or divorce, acquit or convict, hire or fire are all decisions about others with potentially significant conse-

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