In a work context, impression formation processes may determine individuals' success or failure. For example, when hiring, personnel managers often evaluate a large quantity of application material in a short time. Determining personal careers, managers decide for whom they open or close the doors to climb up the career ladder.Equal Treatment Acts prescribe that hiring decisions are unbiased by stereotypes, prejudice, and discrimination. In practice, stereotyping is hard to avoid even if individuals try to avoid biased impressions based on social-group memberships. Nowadays, avoiding stereotyping could be even harder because many employers use the strategy of searching for private information about applicants on social networks. Thus, they gain access to a lot of additional and personal |