The sub thread you are replying to was from someone with specific anecdotes where people whom they had hired were not meeting performance goals and it turns out were working for multiple companies.
The relevance here is many managers have experience with employees who seemed fine in interviews and barely met performance bars (or just flat out didn’t) despite working just one job.
It’s well within their legal rights (and a useful heuristic!) to not hire someone because they’re not comfortable rolling the dice on a candidate being able to meet performance criteria because they’re working multiple jobs. Because working multiple jobs is a lot harder than working one job on pretty much any metric one can think of, and is not a protected class or status.
They’ll also reap any blowback or rewards from doing so, including difficulty finding candidates, or not.
It's also well within their legal rights to not hire somebody because the hiring manager doesn't like people who wear plaid. Not such a useful heuristic.
It depends entirely on the industry and job of course. Managers (and owners) prosper or not based on a number of factors, one being their ability to hire and retain employees that bring value to the company in excess of their costs.
A manager considering it for something like a software dev position would just be hurting themselves, though likely only a little as I doubt ‘candidate wears plaid’ comes up often.
If it was someone hiring for a fashion designer position, or a public facing spokesperson position, plaid could be a huge plus or a huge minus (I’m guessing huge minus as of right now for most), and what the candidate wears and how the they present themselves relative to current fashions and norms is a huge and important element that the hiring manager would be incompetent to not consider.
That said, there are plenty of managers who are pretty incompetent.
The relevance here is many managers have experience with employees who seemed fine in interviews and barely met performance bars (or just flat out didn’t) despite working just one job.
It’s well within their legal rights (and a useful heuristic!) to not hire someone because they’re not comfortable rolling the dice on a candidate being able to meet performance criteria because they’re working multiple jobs. Because working multiple jobs is a lot harder than working one job on pretty much any metric one can think of, and is not a protected class or status.
They’ll also reap any blowback or rewards from doing so, including difficulty finding candidates, or not.