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Various tools are used in recruitment, even if the validity of some of them, as the interview, is problematic. Indeed, during an interview a recruiter is affected, also without realizing it, by miscellaneous unwanted influences that may direct the evaluations. According to the “social determinability approach”, such non-conscious influences may affect more or less the person, according to the surrounding social situation. The present study is interested in the impact of the type of odour of an applicant according to the recruiter’s degree of “determinability”. It is hypothesized that these two factors do have consequences on the hiring decision and on the evaluation of the applicant, according to the social value of personality traits. Results show that the applicant has been judged more “useful” when wearing a masculine fragrance that is congruent with his gender and the recruitment situation. More particularly, he is more hired by “determinable” recruiters when his fragrance is typically masculine, while the fragrance does not influence the decisions of “non determinable” recruiters. So, when recruiters are “determinable”, their degree of permeability to situational influences increases. They then use any element of the context (here, the applicant’s fragrance) to judge the applicant and to hire him.