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Beauty is a significant asset in human resource management because the positive attributes associated with it are an advantage in Western societies. It modifies the occupational trajectories of individuals because it affects their insertion in the labor market, and therefore their careers. Physical appearance must be considered by HRM because it could act as a management variable. This paper aims to clarify the psychosocial mechanisms that explain the impact of physical attributes on recruitment, valuating their impact, all things being equal, and clarifying these results from the point of view of HRM. A correspondence test allowing us to calculate rates of access to job interviews was carried out to measure the scale of discrimination based on beauty. The results of this test show not only that the appearance of the candidate is, all other things being equal, a criterion of CV selection, but also that it is a factor of discrimination when comparing the interview call rates for the same pair of applicants. This observation, which is not affected by whether or not the post is customer-facing, provides evidence that aesthetic criteria are widely used by employers in the selection of candidates. The challenge for HRM, and for society as a whole, is thus to assure both the freedom of recruitment of employers and the equal treatment of candidates on the basis of objective skill evaluation criteria.