<p>I wouldn’t sweat the height thing, kfc4u. Superficial aspects of candidates DO sometimes have an influence, but this is mostly true before individuals develop a track record. In trying to evaluate two recent grads, for example, a recruiter is likely to be more heavily influenced by interview skills, B-school pedigree, appearance, etc. In comparing a couple of division managers for promotion to group VP, demonstrated performance will greatly outweigh minor appearance issues.</p>
<p>As far as the “bad breath” comment, MTM, I wouldn’t say that’s entirely irrational. Execs in client contact positions are expected to have appropriate social skills, and someone who shows up for an interview with major halitosis or other significant grooming issue is likely to not make the short list. If the candidate was perfect in every other way, I would have expected the recruiter to discuss the issue frankly with the candidate and keep him in the running; I’d guess there were other issues, and the breath thing was an easy way to ice the rejection. It’s pretty common for recruiters to identify weaknesses in a candidate and do some coaching before sending the candidate on to the client.</p>