Visible body modification (VBM): evidence from human resource managers and recruiters and the effects on employment

Visible tattoos in the service sector: a new challenge to recruitment and selection

“…Elzweig and Peeples (2011) offer a legalistic discussion of justifiable discrimination against tattooed job applicants, but, unlike the present study, their research is non-empirical and focused more on US employment law than on recruitment and selection practices per se. Bekhor et al (1995) and Swanger (2006) conducted statistical analyses of the effects of body art on employment chances, but these studies are largely descriptive and, unlike the present research, neither offers a narrative that explains why tattoos reduce the probability of employment. Bekhor et al (1995) and Swanger (2006) conducted statistical analyses of the effects of body art on employment chances, but these studies are largely descriptive and, unlike the present research, neither offers a narrative that explains why tattoos reduce the probability of employment.…”

Does the body modified appearance of front-line employees matter to hotel guests?

“…Additionally, body adornment is used to make the appearance more attractive with, for example, jewellery. Body modification is a widely used term and is defined as a long-lasting, extreme change and adjusting of the physical appearance (Swanger, 2006). Tattoos and piercings are included in this concept.…”

“…According to the study by Timming et al (2017), visible body modification influenced the employment chances negatively, especially in customer-facing jobs. In most organisations, visible tattoos and piercings are not permitted (Nickson et al, 2005;Swanger 2006), as these were indicators of non-professionalism (Ruetzler et al, 2012). Thus hospitality companies based the hiring decision on employees without visible body modification (Brallier et al, 2011).…”

“…The hospitality industry is known for its rather moderate and traditional approach regarding grooming standards (Swanger, 2006) as a proper appearance of staff is a critical success factor for professionalism in the service interaction (Ruetzler et al, 2012). Moreover, appropriate appearance includes the notion that employees represent the company's brand image (Magnini et al, 2013).…”

“…Visible tattoos and piercings can be seen as a detraction from a communicated brand image. Therefore, people with, for instance, tattoos that cannot be covered might face employment problems in this industry (Nickson et al, 2005;Swanger, 2006;Brallier et al, 2011;Timming et al, 2017).…”