The relative importance of facial attractiveness and gender in Hong Kong selection decisions

Abstract

This field experiment found that Hong Kong human resources management specialists were influenced by the attractiveness bias in evaluating short-listed candidates for an entry-level trainee position. Zero order, stepwise and hierarchical regressions showed that perceived attractiveness of the candidates was more related to their work experience and work-related skills than to grade-point average and public examination results. Women candidates were generally preferred over male candidates. Further research is suggested to determine if the influence of attractiveness extends over a wider range of jobs and to measure more precisely the influence of attractiveness in different cultures and for men and women.

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