Question

Read Case 2.2, “The Ethics of Human Resource Management” by Elizabeth D. Scott (pages 74–87), in Strategic Human Resources Management.

Hiring managers and recruiters sometimes face ethical dilemmas when selecting final candidates for an open position. At times, conflicts of interest can arise where friends, relatives, neighbors, alma mater graduates, and so on become applicants for a position a hiring manager or recruiter is filling.

With this in mind, post a response of at least 150 words to the following question:

• How has your organization guarded against these conflicts? Do you feel various politics enter into the selection decisions of final candidates?

Answer 1

To see what talents can be offered at potential new venues. To entice passive candidates to build a talent pool, use the remaining publications in expired contracts with the online politics for resume purposes only. To see if current employees will respond to ads that indicate they are ready to jump ship. Or to promote the idea that a company is growing and stable is not the other way around.

If, for any reason, a politics advertisement is advertised when there is no open position, the candidate, employee, client and client may lead to distrust of the company or tenant due to unreasonable practices. Reputation can quickly be destroyed with a simple post on social media. If only the actual advertisement was opened, this risk would be reduced.
This usually happens when positions are difficult to fill or recruitment quotas have to be filled and desperation is created. Promising more autonomy or authority from a position can result in a lucky hire, and even more costly for an employer in a new hire, leaving quickly. Hiring a qualifier or hiring a qualifier and becoming overworked and ineffective. To maintain ethics and integrity practices as a tenant and for your company to be completely transparent with the applicant about the politics they are applying for.