Irrelevant facial similarity effects on judgment. Facial similarity to previously encountered persons can be a potential source of bias in decision making. For example, in a job interview, the interviewer should judge the job candidate solely on his or her qualifications, not on whether the candidate looks similar to a previously rejected candidate. Research published in Experimental Psychology (January 2014) investigated irrelevant facial similarity effects on judgment. Subjects (university students) were trained to evaluate employees’ suitability for a job on a scale of 0 (not at all suitable) to 100 (very suitable). Then each subject rated each of three different job applicants. Each subject saw a picture of the applicant as well as a summary of the employee’s application documents. Unknown to the subject, all the applicants were given average qualifications, but one applicant’s picture was morphed to look similar to a candidate who had been given a low rating during training (low-performance morph) and another was morphed to look similar to a candidate who had been given a high rating during training (high-performance morph). The third candidate was given a neutral photo—one that had not been seen before by the subjects. Suitability data (simulated based on information provided in the article) for 10 subjects rating each of the 3 candidates are provided in the table (next page). Are there differences in the mean ratings of the three candidates? If so, which candidate (low, neutral, or high) received the highest mean rating? MORPH Review Item 1 Item 2 Item 3 Item 4 Item 5 Item 6 Item 7 Item 8 Item 9 Item 10 Item 11 R1