As social robots will likely be central to future human-robot interactions at work, we assess hiring decisions for social robots as a natural first step prior to their integration into organizations. With a basis in the technology acceptance model and social identity theory, this study focuses on differences between humanoid robotic, android robotic and human candidates. We first examine performance-based evaluations of the applicants by focusing on expectation disconfirmation. While for the human candidate, the interplay between expectations and experiences is decisive for the judgement, for social robots, the actual experience of the hiring situation dominates the decision. Besides the rational decision criteria, we further look into social-cue-based evaluations as social biases in hiring situations. Categorization as social ingroup leads to an absolute preference for the human candidate (i.e., ingroup favoritism) with no differences in preference for the robotic social outgroup (i.e., outgroup homogeneity effect).