Attractiveness bias has been well-documented in social domains, however, an investigation into the attractiveness-bias effect on employability has not been conducted using implicit measures. In Study 1 (N = 24) the Implicit Relational Assessment Procedure (IRAP) and a number of explicit measures (e.g., self-report questionnaires) were used to investigate the attractiveness-bias effect on employability using stimuli of high and low attractiveness. Results from Study 1 indicated that there was a significant bias in the direction of attractive-employable on explicit and implicit measures. In Study 2, (N = 52) these measures were used to investigate the attractiveness-bias effect on employability using stimuli of high and medium attractiveness. Results from Study 2 indicated that there was a significant bias in the direction of attractive-employable on explicit measures and a significant bias in the direction of attractive-employable and medium-attractive-unemployable on implicit measures. There was no effect of participant gender on D-scores for either study. Findings are discussed in relation to previous research and implications for the use of implicit measurement to measure attractiveness bias in the domain of employability.

吸引力偏见在社会领域中已得到充分证明，但是，尚未使用隐性措施对吸引力偏见对就业能力的影响进行调查。在研究1（N = 24）中，内隐关系评估程序（IRAP）和许多显式措施（例如，自我报告调查表）用于研究使用高吸引力和低吸引力的吸引力对吸引力的偏见效应。研究1的结果表明，在显性和隐性措施上，有吸引力的就业方向存在显着偏差。在研究2中，（N= 52）这些措施被用来调查对高吸引力和中等吸引力的刺激对可雇用性的吸引力偏差效应。研究2的结果表明，在显性措施上，有吸引力的就业方向存在显着偏向；在隐性措施上，有吸引力的就业率处于中等吸引力；在非有吸引力的方向上存在显着偏向。两项研究中，参与者性别对D分数均无影响。讨论了与先前研究相关的发现，以及使用隐式度量来衡量可就业性领域中的吸引力偏差的含义。