In our small company with a few employees, everyone's input is important. We call each candidate in for two interviews, one with the owners and another with the Head Developer and a team member who volunteers.
Something curious happened during the past week. A candidate (let's call him John) sent in his resume and a short email application. We invited him for an interview as he fit our requirements. What caught everyone's attention is that on both visits, John deliberately avoided every woman he met. Rather than asking the female receptionist for directions, he emailed one of the owners and waited for the Head Developer to take him to the interview room. He greeted only the male developers. A female employee who helped on one of his visits was treated as non-existent.
If he had any religious prohibition on interactions with women, as in the case of this question (How does one politely decline a handshake due to religious reasons?), he never mentioned it, not even to the owners. There was a consensus among the women that his attitude was weird and offensive, and a couple of developers expressed their concern in working with someone like him.
In the end, we dropped John from consideration because he didn't have the required work experience, but none of us knew how to handle it if this were not the case. Our clients are companies that employ women, minorities and various protected groups in great numbers, so someone who behaved this way with them could cost us clients, jobs, and reputation.
If John were as competent as the others and we would have had to narrow down our list, how much weight should we give to his actions? Should we give the "Johns" the benefit of doubt over their weird behaviour, or send a canned rejection email straight away?