When a Candidate Doesn’t Have the Right ‘Look’ for the Job

Is it acceptable to reject a candidate because of his or her appearance?


This is a question with which recruiters and hiring managers sometimes wrestle, because the parameters aren’t always clear.

About Appearance

Because “look” is sometimes a code word for discrimination, you must make sure you are not rejecting a candidate because of his or her race, religion ethnicity, gender, or because the person has a disability.
You also want to avoid stereotyping.
Here are a few examples:

1. Your current receptionist, an older woman with a soft voice, is retiring. A large man with a booming voice interviews for the position. If you automatically reject the candidate because he doesn’t fit with the image you have of the position, you may be guilty of stereotyping and the candidate may be able to claim discrimination.
2. A woman wearing a hijab interviews for a customer-facing position. She is highly qualified, but you worry about how your clientele will respond to her headscarf. If you do not hire the candidate, she may be able to claim discrimination.
3. A transgender candidate has applied for a job. Although the person looks like a man and the name on the resume reads Steven, the candidate asks that you call her Susan, as she explains that she is transitioning. You are concerned about how staff members and customers will react to Susan’s transitioning. Despite her impressive work history, you are reluctant to hire her. The candidate may be able to claim discrimination.
4. A male candidate with a long scraggly beard and wrinkled clothes interviews for a customer-facing position. Your company has a dress code policy, which it enforces. The candidate is already in violation of this policy, and he hasn’t even started the job. Despite his qualifications, you decide to pass. Even if the candidate were to claim discrimination, you have a valid reason for not hiring him.
5. A young, female candidate applies for a position working in your company’s warehouse. The job requires lifting up to 20 lbs. She is a military veteran who lost an arm in Iraq and wears a prosthetic. She assures you she can handle the work. Nevertheless, you have your doubts. If you don’t hire the candidate, she may be able to claim discrimination.

Beyond the Law

About these candidates:

1. If you have an opportunity to hire someone who sounds like James Earl Jones to answer the phones, grab it.
2. An opportunity to increase workplace diversity will bode well for your corporate culture—and may even help you expand your customer base. In addition, by hiring the candidate, you show current and future employees that your company respects people of all faiths.
3. By hiring Susan, you show current and future employees that your company takes the word “inclusion” seriously.
4. An unkempt job candidate is not putting his best foot forward. The fact that you also have a written dress code policy, which addresses grooming, provides a strong second reason for rejecting the candidate.
5. If you have to think about whether to hire a wounded military veteran who is otherwise qualified for the job, you need to think about whether you are qualified for your job.

Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages.