They say that the first impression is the most lasting one. And it is true even for those people who try very hard to be fair and give people a chance to show their true qualities.
I myself is one of those people who make themselves look past the appearance of a job applicant. Few years ago I have interviewed a woman who was grossly obese and needed a cane to assist her in moving her body. I knew right away that aside from possible health issues, there could be multitude of other problems: we would need to order her a special X-large chair, my CEO may not like someone like that to be prominently installed in the Operations Department, visiting business relations may be destructed by the sight, etc. etc.
Nevertheless, I gave her a full interview, which she passed with flying colors, and ended up hiring her. It never even occurred to me not to offer her the salary attached to the position. She got paid the same wages anyone in her place would.
Turns out, I am a rare exception. Please, read this post from Vault's Career Blog Does your weight determine your salary? The statistical data reported in the article are appalling.
Weight issue aside, my opinion is that when it comes to hiring process the entire "first impression" concept is very unprofessional. Time after time, hiring execs, recruiters and variety of HR professionals yield to their contrived, closed-minded, self-centered views of other people instead of thinking of what's best for their companies.
Two weeks ago my good friend MJZ, also a career CFO, went for a job interview to a company that provides services to children with learning disabilities and autism under the contracts with various government health agencies. Since such programs usually become first victims of states and counties budget cuts, the company desperately needs someone who can strategize their way into more diversified revenue models. MJZ has a vast experience of building such strategies and facilitating companies' growth.
She has previously had a phone interview and communications with the CEO's personal assistant. So when in-person interview invitation was received, she assumed it would be with the CEO herself. However, she was interviewed by a middle-rank HR Manager.
When she told me that she did not even make it to the next round – the actual interview with the CEO (the HR Manager sent her an email), I've asked for the entire meeting description. Now, knowing all details, I am confident that the HR Manager's rejection had nothing to do with MJZ's professional qualifications. It had to do with the fact that she was dressed for an interview with the CEO and instead was assessed by a sweater-and-tights-clad middle-manager.
The sad result is that the company had missed an opportunity to hire somebody who could have brought them to the next level of development. Their loss, of course, but nevertheless a disappointing experience for my friend.
The Frustrated CFO 