Although one’s work ethic and ability go beyond looks, appearance plays a massive role in the recruitment experience. A study from the IOS Press library found that how an employee looks when coming to work is not only used as a resource for professionalism but also as a form of non-verbal communication to indicate stress levels and work engagement.
Many assumptions stem from one’s appearance; intelligence, social status, charm, and trustworthiness are perceived by how a person chooses to groom and dress themselves. One of the most interesting cases for this is the use of eyewear, which is often considered less attractive yet somehow a boon in countless aspects of the recruitment process because of tied biases.
How glasses affect one’s professional appearance
According to The Vision Council, 63.7% of the adult American population wears prescription glasses now. With those numbers, many applicants will inevitably be glasses wearers. This prevalence in eyewear makes it even more important to analyze the inherent biases and associations made with simply donning glasses.
Countless studies have covered the effect of glasses as an employee and even leader. People immediately assume that anyone who wears glasses is more educated, well-read, and professional. On top of creating a facade of intelligence, they also tend to be associated with trustworthiness. The American Society of Trial Consultants conducted mock trials to test this theory and found that glasses-clad defendants were rated less threatening and received more innocent verdicts.
This notion has become so ingrained in the public’s mindset that many institutions even suggest wearing glasses for an initial interview (except for fields that mainly require visual acuity). Even the type of eyeglasses plays a role, as the way the frame flatters the person’s features and the quality of the glasses themselves affects the overall impression. A clear example of this is a leading brand’s optical line, with subtle yet clear branding that draws positive attention and implies care towards appearance and professionalism. Classic frames used in sunglasses, such as Aviators and Wayfarers, translated to prescription glasses, can make a person seem more personable.
In this vein, researchers have found that people who wear glasses that flatter their features are more likely to succeed in their job prospects, whether landing an interview or getting a promotion. The studiousness naturally linked with glasses may not make them ideal for dating, but it makes them a powerful accessory in industries that value competence, knowledge, and diligence.
Looking at the visual biases that impact workplace recruitment
It’s clear that glasses play a huge role in one’s overall appearance and how one is viewed by others. While this may be advantageous for employees, it’s also a clear example of recruiters’ biases when hiring and deciding workforce placements. There has been a longstanding discussion on how appearance-based associations can contribute to or harm the recruitment process, especially when considering the ethical basis of these influences.
While the modern take on glasses leans to the positive side in professional settings, it’s worth looking back at the biases on eyewear throughout history to see how it teeters morally. According to the British Optical Association Museum, many people who needed glasses in the 20th century opted not to wear them due to antisemitic perceptions linked to them. Even world leaders and American presidents would avoid wearing them portraits, an interesting contrast from the politicians of today who explicitly opt for glasses to increase their electability in the public eye.
Trends and preferences change with every era, further establishing how unreliable visually based candidate assessment is. Recruitment bias hinders companies from getting the best candidate, but biases (even unconscious ones) are an inevitable part of humanity. As such, today’s recruiters should use AI recruitment tools that aren’t susceptible to prejudices and assumptions. The CVViZ algorithm automates recruitment by matching candidates based on their resumes, communication abilities, and skills based on testing. Human recruiters will still be in charge of decision-making in the end and will handle inputs for specificity on job requirements, but integrating this system will result in a process that doesn’t fall victim to affinities and appearances.
