Physical Attractiveness undoubtedly has an influential role in general perception of others, and in thecontext of pre-employment decision-making. The influence of Physical Attractiveness, and its role in the hiring process as detailed in the proposed model certainly does not deny that Physical Attractiveness is influential in this process. In regard to the fairness of this process, it has been concluded that Physical Attractiveness is never a fair indicator of ratings not directly related to or influenced by Physical Attractiveness. The practice of basing specific candidate skill ratings that cannot be enhanced by, and are not relevant to PA should be avoided. There is not enough evidence to conclude that Physical Attractiveness always indicates increased intelligence, or competence in other areas. Additionally, when Physical Attractiveness is not crucial to a given position, or is not required to successfully perform on the job, it should never be a variable used to discriminate amongst candidates. Basing hiring decisions on non-job related factors is not only unfair to candidates, but may also be detrimental to the overall success of an organization. There are numerous forms of legislation that ban employment discrimination based on non-job related factors other than Physical Attractiveness such as gender, race, and thnicity (Shahani-Denning, 2003)