Week 4 EOC: My Opinion

For attractiveness to be a factor in selecting someone for a job position I mean it makes sense even though it’s a pretty harsh thing to do. But everyone in the world does it with food, getting a girlfriend, and choosing an outfit. Weird huh? Yea I know but it’s true, I hate people that sit there and say it doesn’t matter what the person looks like but they judge them by that anyways This being a hiring factor not always a good thing because they can be cute and attractive for the interview but once hired some people change and appear as something else. For example, anyone can clean up and show up and after go back to however they truly dress and act. “The boss turned down an older, more experienced worker for a promotion and, instead, hired someone from the outside who was younger because he said the company “needs new blood.”(Hayes, D. and Ninemeier, J. (2008). Human Resources Management in the Hospitality Industry. Wiley, Page 326).  Now I don’t find a problem with them judging when it comes tattoos or personal hygiene because that’s understandable depending on the job appearance the company has in mind. And if the applicant comes in with a foul smell that you can’t stand that’s on the applicant not the company. Everyone deserves a chance no matter their appearance, because they should be judged by their ability and what they can bring to the company. “Local, state, and federal laws significantly affect a hospitality manager's efforts in recruiting employees. An employer can no longer seek out preferred individuals based on non-job-related factors such as age, gender, or physical attractiveness.”(Hayes, D. and Ninemeier, J. (2008). Human Resources Management in the Hospitality Industry. Wiley, Page 103). I do feel they should judge by scars simply because everyone has scares and some extreme scars, people have no control of getting. I honestly haven’t heard of anyone getting fired or not hired because of their scars so I don’t believe it’s a factor. “While most of today's hospitality employers are too sophisticated to formally and blatantly utilize individual characteristics such as race, religion, or gender when evaluating or terminating employees, equally sophisticated HR managers responsible for administering the process should be alert for the following signals that an informal discrimination system is in place.”(Hayes, D. and Ninemeier, J. (2008). Human Resources Management in the Hospitality Industry. Wiley, Page 323).