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When Recruiters Cross the Line: A Story About Appearance Bias

Launch #90

Author

Akram Alex Khamis
November 25, 2024

On Today’s Launch

On today's issue of the Launchpad, I’m diving into appearance bias in recruitment, discussing when recruiters cross ethical and legal lines by requesting photos for non-client-facing roles. We explore how to handle inappropriate requests, document incidents, and stand up for your rights.

I’m also examining the "one-year rule" of job tenure - debunking outdated career advice, and address a reader's question about transitioning from Business Operations to Venture Capital roles.

This issue was supposed to have been delivered yesterday. Sorry the tardiness folks!

Ever had a recruiter ask you for something that made you do a double-take?

Like, say... a photo of yourself for a non-client-facing role? Yeah, we need to talk about that.

Picture this: You're deep in your job search, crushing interviews left and right, when a recruiter slides into your LinkedIn DMs with what seems like a promising opportunity.

The role sounds great. The company looks solid. But then things start getting... weird.

First, there's all this talk about "culture fit" without any actual mention of, you know, the job requirements. (Red flag #1, anyone?)

Then comes the kicker: "Could you send us a recent photo? Just to confirm presentability."

Wait, what?

You know that feeling in your stomach when something's not quite right? Like when someone says their pyramid scheme is actually a "business opportunity"?

Yeah, that feeling exists for a reason. In recruitment, your spidey senses are often your best friend. If something feels off, it probably is.

And let's be real - asking for a photo for a non-client-facing role? That's about as appropriate as wearing flip-flops to a black-tie event.

Now, here's where things get interesting - and by interesting, I mean potentially illegal. Did you know that in many countries, asking for photos during recruitment is actually against the law?

Yep, the EEOC (that's the Equal Employment Opportunity Commission for those playing at home) has some thoughts about that. And by "thoughts," I mean they're not fans. At all.

Let's talk about everyone's favorite buzzword: "culture fit." Don't get me wrong - company culture matters. But when recruiters start throwing this term around without being able to define what it actually means... well, that's about as suspicious as a cat sitting next to a broken vase.

Sometimes, "culture fit" is just code for "do you look like everyone else we've hired?" And that's not okay.

Being on the receiving end of appearance-based discrimination feels like being picked last in gym class - except you're an adult, and this is your career we're talking about.

It's frustrating. It's demoralizing. And honestly? It's exhausting.

But here's the thing - it's not you, it's them. (And this time, that's actually true.)

Ready for some action steps? Because we're not just here to complain - we're here to make things better.

First up: Document everything. And I mean everything. Those sketchy emails? Save 'em. The weird requests? Screenshot city, baby.

Next: Know your rights. You don't have to play along with inappropriate requests just because someone's dangling a job opportunity in front of you.

Here's a revolutionary idea: You can say no to inappropriate requests from recruiters. I know, mind-blowing stuff.

But seriously, try this on for size: "I prefer to be evaluated based on my skills and experience rather than my appearance. Could you tell me more about the specific qualifications you're looking for?"

Boom. Professional, polite, and puts the ball right back in their court.

Remember: You're not alone in this. Reach out to your professional network. Share your experiences (when you feel comfortable). You'd be surprised how many others have similar stories.

And sometimes, just knowing you're not the only one dealing with this stuff can make it a little easier to handle.

Here's the thing about appearance bias in recruitment - it's not just about you or me. It's about creating a workplace where everyone has a fair shot. Where skills matter more than selfies.

And yeah, maybe that sounds a bit idealistic. But hey, someone's got to fight for it, right?

Let's wrap this up with what good recruitment actually looks like, shall we?

Good recruiters focus on your experience, not your appearance. They ask about your skills, not your selfies. They care about what you can do, not what you look like doing it.

And they definitely don't make you feel like you're auditioning for a reality show instead of applying for a job.

So here's your action plan:

  1. Trust your gut when something feels off

  2. Document inappropriate requests

  3. Know your rights (and don't be afraid to exercise them)

  4. Build your support network

  5. Share your experiences (when you're comfortable)

Remember: You're a professional seeking a role, not a contestant on America's Next Top Employee.

At the end of the day, your skills, experience, and potential matter way more than your "presentability" (whatever that means).

And any recruiter who tells you different? Well, they might just need a career change themselves.

Stay strong out there, folks. And remember - the right opportunity won't come with a photo requirement attached.

Unless you're applying to be a model. In which case, disregard everything I just said. 😉

Worst job posting of the week…

lol what?

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About the Author

I’m James, Cofounder of Final Draft Resumes. I’ve been in the career consulting space for 13 years, and before that, I was a recruiter for AECOM.

I’ve helped thousands of job seekers, from industries like software engineering, IT, sales, marketing, manufacturing, and more generate job opportunities through well-written resumes that translate unique backgrounds into coherent narratives.

If you’re struggling with your resume for whatever reason, reach out - I just might be able to help!

If you’re more of a DIY person, then check out Resumatic, my free-to-try resume builder.

The One-Year Rule - Fact or Fiction?

"Always stay at least one year in a role." This career advice gets shared endlessly on LinkedIn, repeated in networking events, and passed down like ancient wisdom. But like most oversimplified career advice, it deserves a closer look.

The rule emerged from an era when career paths were linear and predictable. Back then, frequent job changes raised red flags. But today's job market has evolved dramatically, with hiring managers increasingly recognizing that careers take many forms.

This shift in perspective makes sense. After all, staying in a detrimental work environment solely to reach an arbitrary one-year mark often causes more career damage than making a strategic early exit. Your mental health and professional growth shouldn't take a backseat to outdated rules.

Of course, the decision to leave a role isn't just about timing. Financial obligations and practical considerations often complicate the seemingly simple advice to "just leave" a difficult situation. Your strategy needs to balance both well-being and real-world constraints.

This is where thoughtful planning becomes crucial. The most effective approach involves developing an exit strategy while employed. This means carefully building your emergency fund, maintaining professional networks, and researching new opportunities - all while managing your current role.

Modern employers care more about what you've accomplished than how long you stayed. They're interested in the quality of your experience, the skills you've developed, and your ability to build effective professional relationships. These factors matter far more than arbitrary tenure requirements.

When discussing shorter tenures in interviews, focus on your professional growth journey. Frame your decisions in terms of career development and advancement opportunities. This approach demonstrates maturity and strategic thinking rather than job instability.

Most importantly, recognize that your career path is unique. The most successful professionals focus on making strategic moves that align with both their professional goals and personal well-being, regardless of traditional timelines.

The truth is, workplace dynamics have changed significantly. Companies now value diverse experiences and understand that strong performance often correlates more with cultural fit and personal well-being than with time served in a role.

Your ability to articulate your career decisions professionally will always matter more than meeting arbitrary time requirements. Focus on making intentional moves that advance your career and maintain your well-being. That's what truly counts in today's professional landscape.

Question of the week

How do I tailor my resume for VC roles when I’m currently in Biz Ops?

Note: This question is from a client I’m currently working with, but I thought it’d be good to share it on the newsletter.

Good question. So this individual’s resume is currently geared for biz dev roles. Here’s how I’d handle this.

Number 1: Prioritize reorganizing your experience to lead with investing, fundraising, or deal evaluation work. Even if these weren't your primary responsibilities, they should be positioned prominently to show relevant expertise for VC positions.

Number 2: Focus on reframing operational achievements through an investor's lens. For instance, instead of highlighting process improvements or team leadership, emphasize value creation, market sizing, due diligence experience, and growth metrics. This small shift can turn seemingly unrelated experience into evidence of investment acumen.

Number 3: Regarding the skills section, it should reflect the technical requirements of VC roles. Replace operational terminology with investment-specific terms such as financial modeling, deal structuring, portfolio management, and market analysis.

Number 4: Use your educational background and leadership experiences to reinforce your commitment to venture capital. Involvement in investment clubs, relevant coursework, or startup competitions show both interest and aptitude for VC.