本研究主要目的是探討企業主管對於「AI面相招募系統」的看法，利用半結構式深度訪談，在訪談前以企業主管之部門員工偵測臉部鼻子和嘴巴部位特徵為主，並讓主管及員工各自評判面相分析內容的準確性。
本智能化面相系統提供受測者個人面相資訊外，亦結合Holland人格測驗模組，同步提供心理學的人格與職業興趣傾向，旨在利用科學化的理論基礎來賦予面相資訊更全面的解釋。
本研究鎖定臉部「鼻子」和「嘴巴」兩個部位特徵，由訪談結果中得出嘴巴是相較於眼睛第二看重的部分，接近半數的受訪主管認為求職者的談吐方式占了很大的判斷依據，其次為「嘴唇厚薄度」，其提及次數高於「嘴巴大小」；而鼻子是臉部特徵中最不看重的部位，除了半數的受訪主管未提及看法外，其餘主管於招募面試中較喜好大鼻子，其提及次數略高於挺鼻子。
根據企業主管的觀點，以Holland為基礎的結論得到高度評價與認可。受訪主管普遍認為，Holland的RIASEC模型所提供的建議具有相當程度的準確性，並認同此工具的運用能節省篩選人才的時間。

The main purpose of this research is to explore the viewpoints of supervisors with respect to the “Artificial Intelligence Physiognomy System of Manpower Recruitment”. To this end we implemented semi-structured in-depth interviews and, prior to the interviews, carefully observed and detected the nose and mouth features of the employees. We then provided each of the supervisors and employees with the opportunity to judge the accuracy of the content of the physiognomy analysis.
This intelligent physiognomy not only provided the subjects’ personal physiognomic information, but was also combined with Holland’s RIASEC model to simultaneously provide psychological personality and professional interest tendencies, in the hope that it could offer a more comprehensive explanation of the physiognomic information on the basis of a scientific theoretical foundation.
This study focused on two facial features, namely, the “nose” and “mouth”. Based on the results of the interviews, it was concluded that the characteristics of the mouth are the second most important in terms of facial expressions, being surpassed only by the features of the eyes. Nearly half of the participants considered that the way in which candidates talked in the employment interviews accounted for a sizable part of the judgment. The second most important feature in this study was “lip thickness”, which was mentioned more frequently than “mouth size”. As for the other facial feature under study, the nose, it was considered to be the least important of all. Apart from about half of the participants who did not express their opinions, the others preferred big noses, which, in terms of the number of times mentioned during the recruitment interviews, were considered to be slightly more important than the choice of a straight nose.
The conclusion of our analysis based on Holland’s RIASEC model was highly appraised and recognized according to the supervisors’ viewpoints. Participants generally believed that the suggestions provided by Holland’s RIASEC model had considerable degree of accuracy. Also, they agreed the implementation of this selection tool can save time in the episode of screening talents.

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