Employee Recruitment - Essay Example

The given case study reflects an ethical dilemma that organizations normally face during employee selection processes. This paper will critically analyze the given issue and suggest the most possible solution.

Case analysis

      The two candidates, Martin and Joy apply for a job in a computer technology company for the position of software trainer. The candidates are from two different countries and both of them possess certain unpleasant backgrounds. Martin has a scar on the right side of his face which indicates an extensive employment injury record. At the same time, Joe has a criminal background.

In my opinion, the case does not fall under the category of diversity. To illustrate, “the concept of diversity refers to the number or the proportion of people within a community or social environment that hold different and various roles.” (Diversity Categories). This concept is against all forms of discrimination and it tries to promote social equality. Martin is from China and Joe is from the United States. Here, the firm does not consider the nationality of the candidates in its selection criteria; on the other hand, the firm only takes the previous work history of the candidates into account. Every firm has the right to reject its candidates on the ground of their worse previous history. Nash (1985, p. 199) argues that employees must be appropriately selected for the job since the selection process greatly affects organizational productivity. Therefore, in this context, the hiring of one candidate over the other would not fall under the category of diversity.

     In the final decision regarding employee hiring, I would consider the candidates’ work history and morals as the most determinant factors. Since the company would not know candidates’ qualifications, experience, efficiency, professionalism, and dedication, The candidate’s background information would be the only criterion to take the final decision. The extensive employment injury was found to be the major weak point of Martin. However, it is precise that a software trainer does not need to engage in physically demanding jobs that cause injuries. Similarly, the scar on Martin’s face does not raise any further interruption to his work. In contrast, Joe’s criminal background seems to be a potential issue that disqualifies him for the proposed employment opportunity. The firm shouldn't employ a candidate with criminal background since he may hurt the overall cohesion and interests of the organization in the future. The employment of a person with criminal background would promote unfair practices in the company. Moreover, the presence of employees having kickarounds would adversely affect the repute of the whole organizational unit.

In addition, Joe has body odor which would cause inconveniences to his co-workers. Hence, it is advisable to hire Martin for the offered post since he possesses better qualities and personal integrity required as compared to Joe.

       In this case study, there are no elements that constitute a legal issue because the hiring process does not include any religious, racial, or political discrimination. Law clearly states that an employer can refuse the job application of a candidate if the employer has sufficient reasons to prove that candidate would be inappropriate for the position (lawcore.com). Hence, it is obvious that the company would not breach any of the employment laws by hiring Martin for the offered post.

Conclusion

From the above discussion, it is evident that the case does not fall under the category of diversity as it does not emphasize nationality, religion, sex, race, or politics. Legally, all rights regarding a fair employee hiring process are left to the employer. Various employment laws also support the right of the employer to hire the most suitable candidate. Moreover, the hiring of an employee with a criminal background will hurt the organizational goals in the long run. Therefore, despite the injury records, Martin seems more fitting for the job position.