Decisions in Hiring
Does Andrea Templeton and Hennessey have a legal obligation to hire Timothy?
The human resource manager and the Hennessey have no legal obligation to hire Timothy. This is due to the fact that he does not fall into the categories of special groups. He, therefore, has to go through the process that the company uses when hiring just like any other job applicant. This is why he has to attend the interview of the shortlisted applicants, just like the rest of the people seeking to get the job opportunity. The hiring should be based on merit so that there is an equal chance to each and every person who was shortlisted (Villegas et al., 2019). The vetting should, therefore, be done normally, and Timothy should follow the process, and if he impresses the hiring team, then he can get the job.
Should Andrea’s hiring decision be based exclusively on Timothy’s qualifications for the job? Why or why not?
The decision to hire Timothy should not just be based on qualifications alone. His competitors have also qualified for the job, and that is why they too attended the interview sessions. In addition to his qualifications, which are exceptional, his personality and character should also be reviewed and considered. He is a person who has been in a penitentiary, and that is where he earned his IT degree. That must have been impressed owing to the circumstances that led to him to be in jail. He learned his lesson, and that is why he decided to change and focus on his life as an individual. Andrea also is impressed by his character during the interview and his honesty to open up about his past. Honesty is a crucial virtue for an employee in an organization (BÎGU & Cernea, 2019).
If it were to hire him, what could Hennessey (the company) do to ensure Timothy doesn’t stray?
If the company, through its human resource management, decides to hire Timothy, it would need to at least put some measures to ensure he remains focused and does not stray. There are many ways this can be achieved. The first thing that should be considered is hiring him and putting him on probation. This form of hiring is like making the employees understand and know that the company is watching his behavior and attitude while working (BÎGU & Cernea, 2019). The probation period depends on company guidelines, but most have six months and above. In addition, the company can hire him on a contract basis so that he is still under watch to ascertain his behavior before permanent consideration is made after proving himself.
References
Villegas, S., Lloyd, R. A., Tritt, A., & Vengrouskie, E. F. (2019). Human resources as ethical gatekeepers: Hiring ethics and employee selection. Journal of Leadership, Accountability and Ethics, 16(2).
BÎGU, D., & Cernea, M. V. (2019). Algorithmic Bias In Current Hiring Practices: An Ethical Examination. In Proceedings of the INTERNATIONAL MANAGEMENT CONFERENCE (Vol. 13, No. 1, pp. 1068-1073). Faculty of Management, Academy of Economic Studies, Bucharest, Romania.