No abstract

No abstract

No abstract

No abstract

There is widespread concern that attractive individuals may gain unfair advantages in competitive situations such as personnel selection. We investigated the relation between target attractiveness and the accuracy of trait judgments within a job interview simulation. Additionally, we were interested in examining whether attractiveness “biases” might be influenced by the method of rating traits. In this regard, we investigated a conventional absolute rating method and a new rating method called the Relative Percentile Method (RPM). Participants using the RPM rated targets more accurately. Generally, attractive targets were rated more positively and more accurately, calling into question the assumption that biases are responsible for the more positive ratings that attractive individuals receive. Implications for practice and for future research are discussed.