Judging good appearance in personnel selection

Abstract

The good-looking in the selection process may prove racial bias in access to the labour market. This study has as purpose to evaluate the effects of racism in judging of good looking in personnel selection.  The sample non-random, was composed of seventy-four (74) participants, with forty-two professionals (57%). The instruments used were an assessment of curricula, a set of prejudices scales, an inventory of racism in the labor market, an indicator of good looking and a sociodemographic questionnaire. Three hypotheses were tested. The hypothesis 1 which postulated a preference for white candidates was confirmed. The hypothesis 2 was corroborated, because, the professionals showed a bigger tendecy to choose candidates with a clearer complexion.  The hypothesis 3 refers to good-looking was rejected, because the participants elected hygiene as a further element present in the judgment in selecting candidates. Finally, it is considered that the selection process should be based on the acceptance of racial diversity, a key element for the development of creative and innovative organizations.