Overcoming the Challenge of a Visible Facial Difference at Interview: Pre-Familiarisation can be Effective

Previous studies have shown that a candidate with a visible facial difference (VFD) may experience discrimination during recruitment. This study investigated whether a VFD imposes a disadvantage in a simulated job interview and whether pre-familiarisation to the candidate’s appearance can reduce the disadvantage. Participants (n = 128) observed a video of a job interview in one of three conditions: a short audio pre-familiarisation and no VFD at interview (Control); audio pre-familiarisation and VFD at interview (Unexpected); and video pre-familiarisation then VFD at interview (Familiarised). Participants subsequently evaluated the candidate on personal and professional traits. Results revealed higher evaluations in the Unexpected compared to Control condition for Professional Skills, Emotional Stability, and especially strongly for Warmth, attributed to positive discrimination. In the Familiarised condition, the evaluations lay between Control and Unexpected, the only significant difference being lower Warmth in Familiarised than Unexpected. Of particular interest, different traits were associated with the key variable of Role Suitability in the three conditions: in Control, Role Suitability correlated with the job-relevant traits of Emotional Stability and Professional Skills; in Unexpected, the association with Professional Skills was weaker, and there was a significant association with Warmth; in Familiarised, there were no significant associations. In the Familiarised condition, compared to Unexpected, participants found the candidate’s appearance less distracting, and believed the pre-familiarisation would help the interviewer. These results were interpreted as suggesting that a VFD may harm the candidate’s chances of being evaluated fairly on their merits, but this disadvantage may be partially overcome by pre-familiarisation.

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