It’s easy to imagine reasons why a job interviewer might be distracted – for example, workplace politics or trouble at home. But according to new research (Madera & Hebl, 2012), we can add one more thing to that list. If the person interviewing for the job has a facial scar, it could be enough to distract the interviewer and cause negative outcomes.
THE RESEARCH STUDY
The researchers conducted two experiments. The first experiment simulated job interviews by asking participants to look at a picture of an applicant while listening to a recording of an interview. Sometimes the applicant had a distinct facial scar and sometimes the applicant did not. Using high-tech eye-tracking equipment, the researchers found that when a job applicant had a facial scar, the participants spent more time looking at it then other parts of the face. What happened next really stood out. Participants who were distracted by the scar recalled fewer facts about the applicant. When asked to rate the job applicants, remembering fewer facts led to lower ratings.
To strengthen their case, the researchers repeated a similar study with participants who had managerial and interviewing experience. This time they used actors to play the role of job applicants, and applied an artificial facial scar in half of the trials. Again, the results were clear: When applicants had facial scars, their interviewers remembered fewer facts and provided lower ratings.
PRACTICAL IMPLICATIONS FOR ORGANIZATIONS
What does this mean for organizations? The authors note that distractions naturally compromise the integrity of job interviews, especially when these distractions lead to bias. For those of us who do conduct interviews, the authors discuss using structured interviews and careful note-taking as possible ways to remain as unbiased and factual as possible. They also add that sometimes mere awareness of possible sources of bias is the best way to avoid unfair outcomes.
Madera, J.M. & Hebl, M.R. (2012). Discrimination Against Facially Stigmatized Applicants in Interviews: An Eye-Tracking and Face-to-Face Investigation. Journal of Applied Psychology, 97(2), 317-330.