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Cited by 16Names, Identity, and Discrimination ResearchSocial and Intergroup PsychologyEmployer Branding and e-HRM

Hacking attractiveness biases in hiring? The role of beautifying photo-filters

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Kunst, Jonas R., Kirkøen, Jannicke, Mohamdain, Onab·2023·Management Decision
DOI 10.1108/md-06-2021-0747

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Abstract

Purpose: Physically less attractive job applicants are discriminated against in hiring decisions. In a US context, the authors tested whether appearance-altering photo-filters can exploit this bias, focusing on the moderating role of job type, gender and race as well the mediating role of two major dimensions of person perception (warmth and competence). Design/methodology/approach: In study 1, 223 managers evaluated White mock applicants presented with or without a beautifying filter for either a position as a social worker or an IT specialist. In study 2, 212 managers evaluated Black and White mock applicants with or without beautifying filters for an HR specialist position. Findings: In study 1, beautifying filters increased perceived hireability irrespective of job type, but especially when applicants were female. Both male and female applicants whose photos were filtered were perceived as more competent, but only male applicants were perceived as warmer. In study 2, beautifying filters increased the hireability only slightly for White female applicants, followed by White and Black male applicants but substantially for Black female applicants. The filters increased the perceived competence of Black (and especially Black female) applicants but not of White applicants and increased the perceived warmth of all groups except for White females. Warmth and competence partially mediated the observed effects on hireability in both studies. Originality/value: In the context of widely available technological advances, the authors show that beautifying photo-filters can exploit attractiveness biases, at least at an early hiring stage. The results emphasize the importance of intersecting factors such as gender and race.

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Cited by

Sorted by citations

Authors
Kunst, J. R., Kirkøen, J., & Mohamdain, O.
Affiliations
  • University of Oslo (NO)
  • University College London (GB)
ORCID
Venue
Management Decision
Publisher
Emerald
Published
2022-04-26
Volume
61
Issue
4
Pages
924-943
ISSN
0025-1747 (ISSN-L)
DOI
10.1108/md-06-2021-0747
OpenAlex
W4224865580
Cited by
16
References
0
Citations by year
2026: 4 · 2025: 3 · 2024: 7 · 2023: 2
FWCI
4.32
Type
journal article
Language
en
Open access
Licence
Locations
  • Management Decision (publishedVersion)
  • PsyArXiv (OSF Preprints) (submittedVersion)
  • PsyArXiv (OSF Preprints) (submittedVersion, cc-by)
  • NORA - Norwegian Open Research Archives (submittedVersion, cc-by-nc)
Topics
  • Social Sciences › Sociology and Political Science › Names, Identity, and Discrimination Research
  • Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
Keywords
attractiveness bias, hiring discrimination, photo filters, person perception, warmth and competence, job applicants, gender, race, employment type, intersectionality

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