The problem was identified that hiring managers of different generations use the initial impression of appearance to influence the credibility of job candidates during the interview process by Skype. The researcher targeted 36 hiring managers from three generations, which included Baby Boomers, Generation X, and Generation Y. The sample was divided with 12 participants for each generation further divided equally by gender. No laws prohibited appearance discrimination unless religious, gender or racial factors were involved. An online pictorial questionnaire was completed by all participants, which was found to be difficult when having to match a job to photograph because of perceptions and preconceived notions of what an individual looks like for a particular position. Findings were that appearance continued to be a factor of judgment for hiring managers. The participants’ expectations were that individuals should be professional with no common descriptor and specific characteristics of what equaled professionals across the generations. Participants also felt they did not judge individuals with facial tattoos and piercings, and that selection was based on the resume and responses to the interview questions. While tattoos and piercings are becoming common among individuals, the literature supported that negative stigma was still associated, especially in particular positions. Participants confirmed that interview responses and resumes were principal areas when selecting an individual for a position; the literature supported that appearance was a major factor during the interview process.
|Advisor:||Stout, Mary W.|
|Commitee:||Johnson, Karen K., Steele-Moses, Susan|
|School:||University of Phoenix|
|Department:||School of Advanced Studies|
|School Location:||United States -- Arizona|
|Source:||DAI-A 82/1(E), Dissertation Abstracts International|
|Subjects:||Management, Information Technology, Social psychology|
|Keywords:||Appearance, First impression, Generations, Interviews, Perception, Physical attractiveness|
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