Hiring: be honest

[Anonymous]

I work in a creative field, so pink hair dye isn't unusual or off-putting. I honestly don't consider marital status or age. I consider experience and maturity level. My husband works in a conservative field and can't hire someone who'd show up with pink hair dye. Tattoos that can be covered with shirt sleeves is fine. I've hired a 60 yr old, a pregnant woman, a wheelchair user, etc.

[Anonymous]

No.

And in 2024 I wouldn't be concerned about the impression pink hair would make on anyone. It is no longer even edgy or whatever; I mostly see it on women over 60 these days.

[Anonymous]

Ha… I was a newly married hire and took maternity leave about a year after my hire date. I also stayed for 6 years after that (and counting) and have progressed upwards through the ranks. I could make more elsewhere but I stay because of the culture. Thank goodness my employer took the long term view!

[Anonymous]

Anonymous wrote:I mean…the pink hair consideration is not illegal.

I’d never hold the fact that someone just got married/may have kids against them. Thank god my employer didn’t do that when I was younger.

Same. Pink hair is a choice not to present in a professional manner. It's not a protected class.

How would I know a 35yo "just got married"? I would not think about this or care. I hired someone who was clearly pregnant and she was great (took maternity leave as we are all human!)

[Anonymous]

No I don’t. Agree that busy parents often get the most done.

[Anonymous]

Anonymous wrote:When you are interviewing applicants do you take into consideration things that you’re not technically allowed to consider? Like for example the fact that a woman just got married at 35 and is probably going to have children soon and therefore either taking maternity leave or quitting to stay home? Or someone highly qualified has dyed pink hair and therefore may turn off your conservative clients? Just examples. Anonymous forum here so curious about what decision makers are really thinking, especially small business owners where the one hiring is also the one most invested in the success of the company.

Tell me you’re a boomer without telling me…

[Anonymous]

No, but I do pay attention to people's voices and their choices in answer style. For instance, someone who says something like "You guys!" when answering (this is a real example) or a bad vocal fry (we hired her though she wasn't my choice; she was immature and quit really soon) or using incorrect language like "conversate" or "orientate" and bad grammar or spelling on their apps/resumes. I think these, except for the vocal fry, are fair to observe and rate, however.

[Anonymous]

I do not. And I shut it down quick if I hear it from staff on my hiring committees.

[Anonymous]

We hire everyone. Bad manners are a turn-off though.

[Anonymous]

No. You don’t know what anyone is dealing with or how it will affect their work. I just look for people who are good and have a decent work ethic. Not that you can necessarily tell that from a job interview anyway.

[Anonymous]

Anonymous wrote:

Anonymous wrote:When you are interviewing applicants do you take into consideration things that you’re not technically allowed to consider? Like for example the fact that a woman just got married at 35 and is probably going to have children soon and therefore either taking maternity leave or quitting to stay home? Or someone highly qualified has dyed pink hair and therefore may turn off your conservative clients? Just examples. Anonymous forum here so curious about what decision makers are really thinking, especially small business owners where the one hiring is also the one most invested in the success of the company.

Tell me you’re a boomer without telling me…

Wrong.

And Google brings up a lot of stuff, including the applicant’s Knot wedding page.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:When you are interviewing applicants do you take into consideration things that you’re not technically allowed to consider? Like for example the fact that a woman just got married at 35 and is probably going to have children soon and therefore either taking maternity leave or quitting to stay home? Or someone highly qualified has dyed pink hair and therefore may turn off your conservative clients? Just examples. Anonymous forum here so curious about what decision makers are really thinking, especially small business owners where the one hiring is also the one most invested in the success of the company.

Tell me you’re a boomer without telling me…

Wrong.

And Google brings up a lot of stuff, including the applicant’s Knot wedding page.

Well thank god this board is anonymous bc basing a hiring decision on this, is f’ing illegal. But. You already know that don’t you OP.

[Anonymous]

What about being conventionally attractive and/or well dressed? I don’t mean a model walking in with runway designs, but like an 7-8 wearing Veronica Beard.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:When you are interviewing applicants do you take into consideration things that you’re not technically allowed to consider? Like for example the fact that a woman just got married at 35 and is probably going to have children soon and therefore either taking maternity leave or quitting to stay home? Or someone highly qualified has dyed pink hair and therefore may turn off your conservative clients? Just examples. Anonymous forum here so curious about what decision makers are really thinking, especially small business owners where the one hiring is also the one most invested in the success of the company.

Tell me you’re a boomer without telling me…

Wrong.

And Google brings up a lot of stuff, including the applicant’s Knot wedding page.

Well thank god this board is anonymous bc basing a hiring decision on this, is f’ing illegal. But. You already know that don’t you OP.

That doesn’t mean people don’t Google job applicants.

[Anonymous]

Anonymous wrote:They definitely think “fat” = “lazy”

I don't. Not at all and I'm skinny.