Are we recruited based on our looks?

An employer, of course, considers the skill, diplomas and experience of the candidate. But the first thing he sees is the resume photo. And if there isn’t one, they may ask why, does the candidate have something to hide?

Foaming at the mouth? Pinched nose? For promoters at an auto show, we understand the usefulness of the photo. For an aeronautical engineer position, not so much. Shapely or petite, natural or dyed hair, we should have the choice to attach, or not attach, a picture. Except that first impressions are the most important – according to recruiters, they want to determine if the candidates fit in with the company, and rely on the photo to get this idea.

“Despite the regulations, physical discrimination is definitely there, especially targeting women, says the sociologist Jean-François Amadieu, author of HRD and Director of the Observatory of discrimination, “looks and appearance are the first selection criteria.”

Are you small with a few extra pounds? You risk not “fitting in”. It is to counteract this natural tendency to recruit what we like in bid offices, to put it too frankly. Florence Joussein-Piot, manager at Mercer (HP consulting firm) puts it plainly: “At equal levels of skill, physical should not intervene in the choice between two candidates (women represent 77% of our workforce but managers are mostly men). We are very vigilant. In this context, we appreciate the CV without photo.”

In terms of headhunting firms, we take care to filter out any bad intentions. Bénédicte Wiart, Dianes Executive Search firm, says: “My work is mainly via CV and phone. The short list of candidates presented to the client demonstrates their added values, experience and background. At the end, what counts for the interview is the personality. An applicant must be proactive, that is to say, cheerful and attentive. It has nothing to do with their degrees of beauty. I am very clear towards customers. “The more when applying for a big job, the more when we are recognized by the profession, the less the volume of our “behind” will influence the employer. Nevertheless, there are always employers who want “the same candidate, but in a cuter package”.

Nice-looking or fashionable?

Competition and crisis require companies to be concerned about their image. Accepting an employee making a sale to a customer in a micro skirt or ripped jeans jeopardizes the standing of the company. He might say the company tagline “Go Pro Agency & Co” and it becomes cheap.  We are looking at least when it comes to employees, but it is also true that men have less choice in terms of clothes.

“However, a woman will be judged more than a man on her haircut and elegance. The self-image is more fragile as people are more subject to the approval of others, in terms of age, weight, etc.,” says personal branding coach Elizabeth Tricot.

But there is a gap between being well-presented, which is to be neat and maintain an image consistent with the corporate culture and constantly moving under the watch of the fashion police. No, you cannot come to the office in jogging attire. Simple jurisprudence dictates that coming to work in shorts is unacceptable as “freedom to dress as one pleases is not within the context of fundamental freedoms.”

“Yes, the concept of “well-presented” or “good looking” may go overboard. “We tend to subconsciously lend moral qualities such as reliability and sense of teamwork to a pretty, fashionable girl. This is the philosophy of beauty and goodness. This will make an impact on promotion and career development, “says Jean-François Amadieu.

Read more from this series:

Is our professional career dependent on our appearance?

Physical workplace discrimination: Your stories.

Valérie Rodrigue