Week 4 EOC: Physical Attractiveness

Using physical appearance as a determining factor in a job interview is quite the fine line in legality not to mention, appropriateness. While physical appearance is covered under the EEOC laws including uncontrollable factors like race/color, hiring on the basis of physical appearance can and does frequently happen in hiring. "An employer can no longer seek out preferred individuals based on non-job-related factors such as age, gender, or physical attractiveness" (Hayes and Ninemeier 104). However, take the hospitality industry here in Las Vegas for example, it is included in many job specifications that certain positions require a model's appearance. I agree that a company is within their rights to hire someone who fits the brand image. If someone with tattoos wants to work at Chanel, then they would probably get denied if the tattoos were visible because it is not the brand look. I can take my current job for example as well. I work for a company that describes itself as joyful, upbeat, and colorful. If someone were to come to us looking for a position and they only wore black, had green hair and tattoos on their face, we would not hire them because that is not our brand image.

Uncontrollable factors in appearance is another matter and one that has more grey area. Personal hygiene can be a written requirement for the  job position and making it a requirement can require the candidate or employee to adhere to those standards. For someone who has a scar on their face due to an accident or birth defect, it becomes harder to determine from an HR standpoint whether they are right for a front of the house job position. I understand that appearance can perhaps add to a great experience or a negative one for a customer, but other factors can greatly influence that as well such as attitude. "One of the best ways to directly address the constraints on recruiting imposed by the hospitality and tourism industry is to focus on its varied and positive characteristics" (Hayes and Ninemeier 104). Focusing on the other great attributes of a candidate will help curtail some of the prejudices HR can have on certain factors such as appearance which can lead them to legal trouble. However, I don't believe biases will end especially in a market such as Vegas where looks are a huge factor in attracting customers to a business. But looks are not everything even in hospitality industries. "What the best of new employees can bring to the operation is a sincere commitment to serve guests, a willingness to learn, and the work ethic needed to perform as a valued employee" (Hayes and Ninemeier 105).