I'm sure we have that, but it's the second filter, after the resumes have provided the first filter. Moving it to step one seems like it would exacerbate the pr

I'm sure we have that, but it's the second filter, after the resumes have provided the first filter. Moving it to step one seems like it would exacerbate the problem. That is, you'll get better results (in terms of hiring competent employees) if you find out whether the person is physically attractive after you've already anchored on whether they're qualified in a more objective manner. Resumes aren't great at giving you an accurate anchor, but better than nothing, imo. I'm reminded of a recent study on speed dating that found that higher physical attractiveness increased people's perception of ones intelligence: https://psyarxiv.com/ewvny/ https://psyarxiv.com/ewvny/ (Just to note, I'm not particularly opposed to TikTok's service as a new avenue to try, but I do agree with the OP that it could make various discriminatory biases worse, and we should be aware of that risk.)