You are waiting in your next interview every time a candidate with increased body piercings as opposed to bad guy through the movie Hellraiser walks over the door. What do you do?
Generation Next employees have a strong desire for tattoos and the body piercings exactly the same baby boomers fell excited about long hair and VW vans.
While employers in the past decades had candidates with afros or with hair to their waist, employers today face those that have “tats” and “nose rings.”
Large employers have established clear policies associated with the display of body art and piercings.
Starbucks features a policy that limits employees to ear piercings only and after that to only two small earrings on each ear if the employee is female or male. At Disney Theme Parks, no piercings are allowed on any employee unless it really is part of their “character.”
TV shows like LA Ink are glamorizing tattoos and you’ll see candidates who’re covered with “art” from top to bottom. Their body tapestry, as it really is often called, might be more important on the candidate than paying the bills.
Employers should create a policy about the display of piercings and tattoos while at the job. Is it yes to two ear piercings but no to lip or nose piercings? Yes to forearm tattoos and eyebrow piercings, but no to neck tattoos? It is your responsibility to decide what your policy need to look like.
Where physical labor is necessary, employers including repair shops and manufacturers ought to have a policy that limits all body jewelry to attenuate the possibility of workplace injury.
Other employers could find the display of body jewelry and tattoos by employees to get draw thus to their clientele, but even these businesses must have limits in position to avoid employees overdoing it.
So once your next interview candidate seems to be though he found you straight from your set of LA Ink, notify him prior towards the close in the interview the company includes a policy regarding body art and piercings. Be happy to discuss this insurance policy with the candidate, as they is likely to request details in regards to what is or perhaps not allowed.
Regardless of one’s enterprise, it’s clear that tattoos and piercings are not going away soon and businesses need to become prepared to cope with them.