The halo effect refers to the habitual tendency of people to rate attractive individuals more favorably for their personality traits than those who are less attractive. One great example of the halo effect is our overall impression of celebrities. Since we perceive them as attractive, successful, and often likable, we also tend to see them as intelligent, kind, and funny. In truth, we do not really know if they possess these traits or not.
Psychologist Edward Thorndike first coined the term in a 1920 paper where he asked commanding officers in the military to evaluate a variety of qualities in their subordinate soldiers. Thorndike's goal was to determine how ratings of one quality affected assessments of other characteristics. So, why do our overall impressions of a person influence our evaluations of specific traits? Attractiveness is one factor that can play a role. One study even found that jurors were less likely to believe that attractive people were guilty of criminal behavior.
However, it works both ways. Other studies have found that people are also more likely to believe that good-looking individuals are vain, dishonest, and likely to use their attractiveness to manipulate others.
The Papenbrook study attempted to look at the extent to which attractiveness affects judgment and decision making within the criminal justice system. It explored sentencing for criminal scenarios of auto vehicle theft, rape, and murder. It was predicted that attractive criminals would receive less severe sentences than their unattractive counterparts in all scenarios except rape, where they would be punished for utilizing their looks as an advantage. Gender differences in sentencing were also expected.
Methods: 154 graduate and undergraduate students recruited via university email, ranked characterological traits of a prototypical criminal and imposed punishment across the crime scenarios.
Attractiveness had a significant main effect on the determination of criminal judgment, sentencing, and perceptions of criminality. As predicted, criminals perceived as attractive received more lenient sentences for crimes such as theft and murder, as opposed to their unattractive counterparts.
Results also confirmed the belief that criminals perceived as attractive will receive more severe sentences for the crime of rape in which their attractiveness may be viewed as having aided or abetted the commission of the crime itself. Results supported the hypothesis that women attribute more severe punishments to crime in general. Additionally, attractive defendants were perceived as less criminal and received more lenient sentences in years than did their unattractive counterparts.
Shannon and Stark performed a study that examined the influence of two physical appearance variables, beardedness and attractiveness, on hiring decisions.
Method: Fifty undergraduate students participated in the experiment. Computer program designed photographs of faces were attached to resumes. Nineteen initial male faces were created. This number was reduced to 9 after a pilot test to determine attractiveness. From these 9 photographs, the top, middle, and bottom three photographs were selected and classified as attractive, neutral, and unattractive. For each of the nine faces, three versions were developed with varying levels of beardedness: clean-shaven, mustached, and full beard.
Nine resumes were randomly paired with the photographs. Each resume had slight differences in format and layout, but all contained similar content. A corresponding management trainee position was created.
The participant assumed the role of Human Resource Manager and had to select one candidate to interview from the series of nine applicant resumes. Participants used a scale from 1 to 9 to evaluate each of the participants.
Physically attractive applicants were more frequently selected at a statistically significant rate.
However, the data failed to yield a significant effect for beardedness on applicant evaluation, which stands in contrast with previous studies that report that the male beard is associated with negative trait inferences. Ratings for fully bearded applicants were only marginally lower than those for other levels of beardedness.
Although the level of beardedness was not found to significantly affect applicant evaluations, it did play a role in the final hiring decisions made by the subjects. There was an obvious trend that favored clean-shaven or full-bearded applicants over mustached applicants in the final selection decision.
Victoria Netterville conducted a study that investigated the effects of physical attractiveness, and attractiveness of eyeglasses on the candidacy decision. She wanted to know whether attractive or unattractive eyeglasses provided different effects when worn by either an attractive or less attractive individual.
Methods: 146 undergraduate business major participants were randomly assigned to one of six conditions, in which they viewed a job description, and resume with one of six randomly assigned photographs attached. The six different photographs depicted the attractive person wearing attractive, unattractive, or no eyeglasses; and the less attractive person wearing attractive, unattractive, or no eyeglasses. Four pilot studies were conducted to determine attractiveness of the people and eyeglasses in the photographs.Instructions asked for participants to assume the hiring manager role. They were shown a job description and resume for one job applicant, were instructed to read the materials carefully, and when finished reading were given a survey to complete. After the form was completed, the participant was debriefed.
An attractive candidate was forwarded to the interview more than a less attractive candidate. The results indicated that there is no significant influence attributable to the attractiveness or unattractiveness of eyeglasses. However, a less attractive candidate wearing glasses was more likely to get an interview than the less attractive candidate with no glasses. This suggests that eyeglasses have an enhancing effect on physical appearance, and therefore a less attractive individual may be perceived as being more attractive and be more likely to be forwarded to an interview.
Surawski and Ossoff investigated the varying levels of vocal and physical attractiveness on the perception of hypothetical political candidates. It was hypothesized that the halo effect elicited by physical attractiveness is stronger than the halo effect elicited by vocal attractiveness.
Method: Ninety adults were recruited to take part in this study. The mean age was 43.06 years. 23.3% were republican, 33.3% democrats, and 38.9% were independents. Fifteen photographs of male politicians were chosen for stimuli in the study, after being tested for reliability of attractiveness in a pilot study that used 32 students. Participant judges were presented simultaneously with photographs and voice recordings that had been previously judged as being of high, medium, or low attractiveness of male politicians. The voices were also pretested for levels of attractiveness. There were nine attractiveness conditions of the stimuli: high physical/high vocal (HH); high physical/medium vocal (HM); high physical/low vocal (HL), etc. Each condition contained five politicians, and each participant was randomly selected to view and rate the politicians in only one condition. Each politician was presented for ten seconds, followed by the presentation of a blank screen for another ten seconds, which allowed them to record their ratings.
The results confirmed previous research that physical attractiveness takes precedent over vocal attractiveness. However, that is not to say that vocal attractiveness plays no role in social judgment. Politicians that were high physical attractiveness, but low vocal attractiveness were rated much lower than the politician that was high physical attractiveness and high vocal attractiveness. That said, it would be to a politician's best advantage to invest as much effort into sounding attractive as he does to appearing attractive.
Johnson investigated the “beauty is beastly” effect, which suggests that attractiveness can be detrimental to women in certain employment contexts. They sought to uncover which situations beauty might be detrimental for female applicants. Past research found that this may occur when attractive women apply for masculine type jobs.
Methods: Participants were 67 psychology students who took part in the job ratings process. They rated a list of 26 jobs on sex-type and importance of appearance. 42 participants took part in the photograph ratings process on 204 photographs on the basis of attractiveness and employment suitability. One example of a question was “How suitable for employment in the position DIRECTOR OF SECURITY do you perceive this person to be on a scale of 1 to 7?”
Each of the 26 jobs was assigned to one of four categories based on the job rating data. They were characterized as masculine or feminine sex-type and high or low on the importance of physical appearance.
They found that attractiveness is beneficial for men and women applying for most jobs, in terms of ratings of employment suitability. Attractiveness was equally beneficial for men applying for masculine and feminine jobs. However, attractiveness was more beneficial for women applying for feminine-typed jobs than masculine-typed jobs. They found that attractiveness could be detrimental for attractive women applying for masculine jobs for which physical appearance was perceived to be unimportant.
My Research
I researched the halo effect by having people rate photographs on how intelligent, kind, caring, funny, successful, trustworthy, and likable participants thought a person is by solely looking at a portrait of a person.
Methods: 179 people took my survey. This was distributed via social media and email.
I attempted to find differences in how people rated these categories: attractive vs less-attractive, eyeglasses vs. no eyeglasses, race, and gender. My prediction was that the photographs of faces who were attractive, wore eyeglasses, were Caucasian, and male would get higher ratings than their alternatives.
Demographics:
42% were between 25 & 34 years old
38% were male and 61% were female
93% were white/Caucasian
Above is an example of one of the rating scenarios.
Attractive people were perceived to be more successful, while less attractive individuals were rated higher on caring; however, the total average of the ratings were about the same.
The presence of eyeglasses elicited higher ratings across the board, especially in intelligence, successfulness, and overall likeability.
African Americans were perceived as significantly higher in the funny trait, as well as every other trait. I found this to be quite opposite of what I had expected since my sample consisted of 93% white individuals.
Women were perceived as more caring and trustworthy than men, while men were perceived as funnier than women.
In the end, though, my only statistically significant result was that African-Americans were rated 2 Standard deviations higher on the funny trait than white individuals.
Attractive criminals are more likely to received a less severe sentence than a less-attractive criminal in all cases except for rape crimes. Physically attractive people were more likely to get an interview. Physical attractiveness is more powerful than vocal attractiveness, at least for politicians. For women, it is beneficial to be attractive when applying for jobs stereotypically held by women, but not for jobs stereotypically held by men.
Attractive people were perceived as more successful and likable, while less attractive people were perceived to be more kind and caring. Wearing glasses may help you on all fronts pertaining to how people perceive you. African-Americans were perceived to be funnier than caucasian people. Women were perceived to be more kind, caring, and trustworthy, while men were perceived to be funnier than women.
If you have made it this far, thank you for reading my study. I hope you found it as interesting as I did!








