Hiring Ethics

2020 ◽  
Vol 17 ◽  
pp. 285-290
Author(s):  
Salvador G. Villegas ◽  
Kristi M. Bockorny ◽  
Keyword(s):  
Candidate Selection ◽  
Ethical Values ◽  
Hiring Decisions ◽  
Real Situation ◽  
Hiring Decision ◽  
Employment Factors ◽  
Regional Bank ◽  
Local Impact ◽  
Difficult Situations ◽  
Open Position

When hiring for an open position, the branch manager of Intermountain Trust Bancorp was challenged with an ethical dilemma he was not anticipating. An internal applicant challenged the hiring manager's ethical values by insisting that their friendship and other external employment factors be taken into consideration in the hiring decision. This is a classic case of a candidate using undue influence1 to manipulate a colleague and gain employment. In what started as a routine decision, the manager was faced with an unforeseen ethical quagmire. This case describes a real situation that had local impact on the stakeholders of a regional bank, and provides a true example of the types of difficult situations that can affect candidate selection in hiring decisions.

scholarly journals The Ginevra de’ Benci Effect: Competence, Morality, and Attractiveness Inferred From Faces Predict Hiring Decisions for Women

2021 ◽  
Vol 12 ◽  
Author(s):  
Michela Menegatti ◽  
Sara Pireddu ◽  
Elisabetta Crocetti ◽  
Silvia Moscatelli ◽  
Monica Rubini
Keyword(s):  
Da Vinci ◽  
Leonardo Da Vinci ◽  
Hiring Decisions ◽  
Men And Women ◽  
Hiring Decision ◽  
Multiple Dimensions ◽  
Attractive Face

The present study examined the role of morality, competence, and attractiveness as perceived from faces in predicting hiring decisions for men and women. Results showed that for both female and male applicants, facial competence significantly predicted the hiring decision directly and indirectly, through the mediation of the overall impression. Decisions concerning female applicants were, however, significantly predicted by multiple dimensions—that is, facial morality, facial competence, and attractiveness—with the mediation of the overall impression. Facial competence was the only significant predictor of impression and, in turn, hiring decision about men. These findings resonate the motto Virtutem forma decorat, “Beauty adorns virtue,” painted by Leonardo da Vinci on the reverse side of the portrait of Ginevra de’ Benci, and suggest that women’s chances of getting a job are less than those of men whenever they do not show a moral and competent and attractive face.

The impact of gender and profit margin on the duration of hiring process for professional service firms

2018 ◽  
Vol 6 (2) ◽  
pp. 153-165
Author(s):  
Vikas Agrawal ◽  
Leigh Hartman ◽  
Clayton Rasberry ◽  
Gordon Arbogast
Keyword(s):  
Significant Interaction ◽  
Profit Margin ◽  
Candidate Selection ◽  
Content Type ◽  
Profit Margins ◽  
Hiring Process ◽  
The Impact ◽  
Open Position ◽  
Job Position

Purpose The purpose of this paper is to explore the impact of recruiter gender and profit margin on the duration of the hiring process in professional services firms (PSFs). Design/methodology/approach In evaluating over 500 recruiting transactions in a PSF, a factorial ANOVA was performed to determine if there is a significant interaction between recruiter gender and profit margin on days it take to fill an open position. Findings The results suggest a significant interaction exists between the recruiter gender and profit margin variables in effect on days that it takes to fill an open position. At lower job position profit margins, female recruiters were found to outperform their male counterparts. Conversely, at higher job position profit margins, male recruiters appear to outperform female recruiters. Research limitations/implications This research is focused on the duration of the recruiting process and does not address the quality of candidate selection. An evaluation of the quality of candidate selection contrasted with the time it takes to hire should be an essential consideration for future research. Practical implications If job vacancies remain vacant at client firms for an extended period, this could adversely impact the financial and reputational health of small PSFs. By focusing on key variables that impact the recruiting timeline, management may be able to consider interventions that would improve both the recruiting process and firm’s financial health. Originality/value This study provides a unique contribution by focusing on the recruiting timeline, recruiter gender, profit margin, and the resulting ability of a PSF to proactively manage its revenue.

Hiring Recent University Graduates into Internal Audit Positions: Insights from Practicing Internal Auditors

2012 ◽  
Vol 6 (2) ◽  
pp. A1-A14 ◽  
Author(s):  
Richard R. Clune ◽  
Audrey A. Gramling
Keyword(s):  
Leadership Skills ◽  
Internal Audit ◽  
University Graduates ◽  
Primary Reason ◽  
Hiring Decisions ◽  
Internal Auditors ◽  
Entry Level ◽  
Hiring Decision ◽  
Internship Experience ◽  
Recent Graduates

SUMMARY We survey practicing internal auditors on whether their organizations hire recent university graduates as entry-level internal audit staff and, if they do, what factors are important in their hiring decisions. Approximately 58 percent of the 273 respondents hire, or plan to hire, recent graduates into their internal audit functions. Important factors in the hiring decision include internal audit coursework, internship experience, demonstrated communication and leadership skills, an accounting degree, and a high GPA. The 42 percent of respondents that do not hire recent graduates indicated that the primary reason was a need for auditors with prior audit experience.

scholarly journals Social Networking Postings: Views from School Principals

2012 ◽  
Vol 20 ◽  
pp. 11 ◽  
Author(s):  
Marlynn M. Griffin ◽  
Robert L. Lake
Keyword(s):  
Social Networking ◽  
Social Networking Sites ◽  
School Principals ◽  
Hiring Decisions ◽  
Use Of Data ◽  
Hiring Decision ◽  
Education Data ◽  
K 12 ◽  
Sexual Talk ◽  
The Impact

Numerous recent media accounts indicate that teachers are being fired, put on probation, or otherwise censured because of information found on their social networking sites (SNS). While the literature in business, psychology, and pharmacy shows initial investigations of the impact of SNS information on hiring decisions, this area has not been investigated in the field of education. Data from pre-service teachers’ SNS were compiled into a 51-item questionnaire and K-12 school principals rated each statement on its likelihood to influence a hiring decision if it were found on the SNS of a teacher applying for a position at his or her school. The statements included on the questionnaire included sexual talk, swearing, violent language, references to drugs and/or alcohol use, and language that could be considered pejorative to individuals with disabilities, persons of color and/or homosexual individuals. The findings of this preliminary study indicate that of the 51 statements, 28 had average ratings in the moderate-to-significant impact on hiring decision range and 22 had average ratings in the minor-to-moderate impact on hiring decision range. Only one item of the 51 fell in the no impact-to-minor impact on hiring decision range. Findings are discussed in relation to professional dispositions, categories of information that may influence hiring decisions, and internet use policies. Implications based on the data from this study include the need to develop state and university policies for SNS use. Finally, the results of this study indicate that further research into hiring administrators’ use of data from SNS in hiring decisions is warranted.

scholarly journals Racism and the Pinkerton syndrome in Singapore: effects of race on hiring decisions

2019 ◽  
Vol 13 ◽  
Author(s):  
Peter K. H. Chew ◽  
Jessica L. Young ◽  
Gerald P. K. Tan
Keyword(s):  
Private University ◽  
Decision Task ◽  
Hiring Decisions ◽  
Job Applicant ◽  
Economic Disparities ◽  
Potential Explanation ◽  
Hiring Decision ◽  
Dependent Variables ◽  
Academic Qualifications ◽  
Chinese Undergraduates

AbstractThe aim of the study was to examine racism and the Pinkerton syndrome in Singapore. Specifically, the study examined the effects of race on hiring decisions in a simulated hiring decision task. Participants were 171 (61% males) Singaporean Chinese undergraduates from a private university in Singapore. They were randomly assigned into one of nine groups and asked to review a resume of a job applicant. The study used a 3 (Academic qualifications: strong, moderate, or weak) × 3 (Race: White, Chinese, or Malay) between-subjects design with perceived warmth, competence, applicant suitability and recommended salary as the dependent variables. The results showed that while Chinese participants discriminated against Malay applicants (racism), they discriminated in favor of White applicants (the Pinkerton syndrome). The results provided a potential explanation to the economic disparities between Malays and the other races, and first experimental evidence for racism and the Pinkerton syndrome in Singapore.

scholarly journals When the Dark Shines: The Role of Dark Personality Traits in Leadership Role Occupancy and Hiring Decisions in a Collectivistic Culture

2020 ◽  
Vol 11 (8) ◽  
pp. 1089-1100 ◽  
Author(s):  
Siti Nuzulia ◽  
Felix Yong Peng Why
Keyword(s):  
School Principals ◽  
Dark Triad ◽  
Leadership Role ◽  
Hiring Decisions ◽  
Leadership Responsibilities ◽  
Collectivist Culture ◽  
Job Interviews ◽  
Hiring Decision ◽  
Role Occupancy

Two studies investigated the role of the Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism), conscientiousness, and intelligence on leadership role occupancy and hiring decisions in Indonesian culture, which is a collectivist culture. Study 1 used generalized linear model to examine two groups of participants with (i.e., school principals) and without (i.e., teachers) significant leadership responsibilities by controlling for participant grouping by school. The results indicated that, in comparison with teachers, school principals had significantly higher narcissism and conscientiousness and lower psychopathy and intelligence. In Study 2, video recordings of simulated job interviews of 133 undergraduates were evaluated by 133 professional recruiters. Interviewee narcissism was the only significant positive predictor for hiring decision. Both studies provide consistent evidence that narcissism is a significant positive factor in both leadership role occupancy and hiring decision in a collectivist culture.

scholarly journals Implementasi Metode Fuzzy TOPSIS untuk Seleksi Penerimaan Karyawan

2011 ◽  
Vol 5 (2) ◽  
Author(s):  
Sri Lestari ◽  
Widodo Priyodiprodjo
Keyword(s):  
Selection Process ◽  
Employee Selection ◽  
Fuzzy Topsis ◽  
Candidate Selection ◽  
Selection System ◽  
Topsis Method ◽  
Comparison Result ◽  
High Quality ◽  
Hiring Decision ◽  
Order Preference

Abstract —An emerging institution would continue to need qualified workers to produce good performances.  Seeing the importance of high quality employees, the candidate selection process became an important part and should be performed promptly.  It is also important to have candidates with desirable criteria fit to the institution. Many proposed methods can be adapted to help employee selection process based on criteria.  This research propose an employee selection system based on Fuzzy Technique for Order Preference by Similarity to Ideal Solution (TOPSIS) method, because the proposed method capable to deal with multi dimensional problems in employees selection.  The system will produce ranks that can be used to help the hiring decision. This research also compares the results from TOPSIS method and WPM method.  The comparison result shows that both methods produce the same ranks for the chosen candidates.Keywords—  Fuzzy TOPSIS, WPM, Employee Selection.

Handling Difficult Situations at Your Institution

2015 ◽  
Vol 4 (1) ◽  
pp. 1
Author(s):  
Susan Nittrouer
Keyword(s):  
Difficult Situations

Nepotism in the Hiring of Leaders

2014 ◽  
Vol 73 (4) ◽  
pp. 243-248 ◽  
Author(s):  
Annick Darioly ◽  
Ronald E. Riggio
Keyword(s):  
Experimental Design ◽  
Perceived Competence ◽  
Negative Evaluation ◽  
Leadership Position ◽  
Family Ties ◽  
Hiring Decision ◽  
Job Application ◽  
Career Progress

This study examines how applicants who are relatives of the company’s executives are perceived when they are being considered for a leadership position. In a 2 (Family ties: with vs. without) × 2 (Applicant qualifications: well-qualified vs. underqualified) experimental design, 165 Swiss employees read the applicant’s job application and evaluated the hiring decision, the perceived competence, and the perceived career progress of the target employee. This research showed that even a well-qualified potential employee received a more negative evaluation if the candidate had family ties to the company. Despite their negative evaluation of potential nepotistic hires, the participants nevertheless believed that family ties would boost the career progress of an underqualified applicant. Limitations and implications are discussed.

The Gender Typicality of Faces and Its Impact on Visual Processing and on Hiring Decisions

2013 ◽  
Vol 60 (6) ◽  
pp. 444-452 ◽  
Author(s):  
Lisa von Stockhausen ◽  
Sara Koeser ◽  
Sabine Sczesny
Keyword(s):  
Visual Processing ◽  
Past Research ◽  
Visual Exploration ◽  
Facial Appearance ◽  
Leadership Roles ◽  
Hiring Decisions ◽  
Leadership Selection ◽  
Gender Typicality ◽  
Second Stage ◽  
The Feminine

Past research has shown that the gender typicality of applicants’ faces affects leadership selection irrespective of a candidate’s gender: A masculine facial appearance is congruent with masculine-typed leadership roles, thus masculine-looking applicants are hired more certainly than feminine-looking ones. In the present study, we extended this line of research by investigating hiring decisions for both masculine- and feminine-typed professional roles. Furthermore, we used eye tracking to examine the visual exploration of applicants’ portraits. Our results indicate that masculine-looking applicants were favored for the masculine-typed role (leader) and feminine-looking applicants for the feminine-typed role (team member). Eye movement patterns showed that information about gender category and facial appearance was integrated during first fixations of the portraits. Hiring decisions, however, were not based on this initial analysis, but occurred at a second stage, when the portrait was viewed in the context of considering the applicant for a specific job.

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