The study was based on cognitive biases with the aim of investigating the extent to which the individual's physical appearance affects the hiring process, and whether individuals who are perceived as more attractive are ascribed more positive characteristics. The study was conducted with a quantitative method, where the data collection was done via an online survey with 62 respondents, the majority of whom had previous experience of decision- making in a recruitment context. The respondents were asked to rate perceived attractiveness, characteristics and employability in four different individuals by looking at different facial images. All questions and rating scales on the questionnaire were based on the validated instruments Competence and warmth scale (CWS) and Job Suitability Scale (JSS). The results showed that more attractive people have a higher mean value than less attractive people in CWS and JSS. It was concluded that the individual's appearance has a significant impact in the hiring process, and that there is a tendency to attribute more positive characteristics to people who are considered more attractive compared to those who are judged to be less attractive. / Studien utgick från kognitiva fördomar med syftet att undersöka i vilken grad individens fysiska utseende påverkar anställningsprocessen, samt om individer som uppfattas som mer attraktiva tillskrivs mer positiva egenskaper. Studien genomfördes med en kvantitativ metod, där datainsamlingen skedde via en online-enkät med 62 respondenter, varav majoriteten hade tidigare erfarenhet av beslutsfattande inom rekryteringssammanhang. Respondenterna fick skatta upplevd attraktivitet, egenskaper och anställningsbarhet hos fyra olika individer genom att titta på olika ansiktsbilder. Samtliga frågor och skattningsskalor på enkäten utgick utifrån de validerade instrumenten Competence and warmth scale (CWS) och Job Suitability Scale (JSS). Resultatet visade att mer attraktiva personer har högre medelvärde än mindre attraktiva personer i CWS och JSS. Sammanfattningsvis drogs slutsatsen att individens utseende har en betydande inverkan i anställningsprocessen, samt att det finns en tendens att attribuera mer positiva egenskaper till personer som anses vara mer attraktiva jämfört med de som bedöms som mindre attraktiva.