Recruiters’ perceptions of appearance: the stigma of image norms

Abstract

Purpose

To introduce a model which examines the relationship between recruiters’ perceptions of image and the stigma of image norms.

Design/methodology/approach

This paper examines the influence of image norms on recruiters’ perceptions of applicants during interviews and explores the manner in which recruiters may stigmatize applicants. A model is presented which explores how image norms may be used to stigmatize applicants and affect recruiters’ decisions.

Findings

Image norms are found to have an influence on recruiters’ evaluations of applicants during the interview process.

Research limitations/implications

Empirical tests of the model are suggested to illustrate how image norm violations lead to stigmatization during the recruitment process.

Practical implications

Applicants who are denied entry into organizations on the basis of their appearance or image, experience a subtle, yet unacceptable form of employment discrimination. Organizations need to ensure that they are not excluding potential employees who do not meet the image norm expectations of recruiters. Organizations need to make sure that the image norms used to evaluate applicants are not a proxy for discrimination based on protected characteristics.

Originality/value

This paper looks at image, a broader construct than physical attractiveness, to ensure equal opportunities for everyone. This is the first paper to consider the discriminatory effects of image in organizations.

Citation

Hurley‐Hanson, A.E. and Giannantonio, C.M. (2006), "Recruiters’ perceptions of appearance: the stigma of image norms", Equal Opportunities International, Vol. 25 No. 6, pp. 450-463. https://doi.org/10.1108/02610150610713755