Estimated reading time: 4 minutes
I ran across a very spirited conversation in an online HR group about wearing shorts to a job interview. It was prompted by a TikTok posting from a person who wore shorts and was turned away by the recruiter. The online group was debating whether that was the right move by the recruiter. Honestly, I can see both sides in this discussion. But I don’t believe the answer is a simple yes or no. Here are three things to consider:
The job. Is the position one where the employee would wear a uniform? If the answer is yes, then does it really matter if they wear shorts because if they get the job, they’re going to wear the uniform. And if the answer is no, then why not use the interview as an opportunity to explain the dress code and ask the person if they can follow it?
I used to work for a company that had a very detailed dress code. It included no visible tattoos and no facial hair. I’m not here to debate whether that’s antiquated (it is) but it was the policy. If you came to the interview with facial hair, we asked the question. Some people said they were cool with the policy and others said no way and left. But we had the conversation.
The interview. Does the organization give applicants any instructions before the job interview? For instance, bring a copy of your resume / references or bring this document to get through our security gate. If you don’t, maybe you want to think about it. And if you do, does it make sense to mention that the onsite dress code is business casual or whatever, so people are prepared.
Many of the companies I’ve worked for had a business dress code (i.e., suits). However, there were times when employees could wear business casual attire. For example, the company might relax the dress code during the summer months when it was incredibly warm. Or we might allow employees to wear jeans and / or sports shirts for specific events. If I was interviewing on jeans day, I would tell candidates. “Hey, when you come in on Wednesday, we will be wearing jeans. This is why … If you want to celebrate with us, feel free.” Some people did it and others did not. But it wasn’t a surprise.
The goal. The reason I wanted to share these stories is because the goal of a job interview is to have a good conversation. The organization wants to learn about the candidate’s knowledge, skills, and abilities (KSAs). And for the candidate to learn about the organization. The goal of an interview isn’t just to evaluate a person’s wardrobe choices.
In thinking about the situation of the person who wore shorts to the job interview, I’m reminded of first-impression bias. It’s when a person makes a judgement about someone based on a first impression. While the first impression could be a behavior like a handshake, it could also be a person’s appearance. I’ve heard my fair share of comments about “The candidate had blue hair!” or “Can you believe they wore jeans?!” and I’m sure you have too.
Organizations need to think about the candidate experience and the best ways to set the interview up for success. Part of that includes making the candidate feel comfortable. We know that interviews can bring out the jitters. Why not alleviate that with a simple “We’re looking forward to seeing you. Our security guard will ask for photo identification to enter the facility. Our dress code is business attire.” Or whatever simple instructions need to be conveyed.
There’s one other thing that organizations need to consider. Workplace norms are changing. Having a strict dress code could brand the company as “out of touch” and “behind the times”. Companies talk about being a modern workplace with remote / hybrid work, cutting edge benefits like menopause support, and artificial intelligence tools. Being modern also includes the dress code.
Image captured by Sharlyn Lauby while exploring the streets of Miami, FL
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