Five Step Decision Making Process

You have just completed interviewing three candidates for an entry-level position in your organization. One candidate is the friend of a coworker who has implored you to give his friend a chance. The candidate is the weakest of the three but has sufficient skill and knowledge to adequately fill the position.

Would you hire this candidate?Hiring the least qualified person for the job as opposed to the most qualified because they are a friend of another employee could impact the quality of work for the end user and possibly set a very bad example to the other employees within the company. In this situation there are a couple options with varying levels of ethics. First and most appropriately, I could sit down with Human Resources (HR) and discuss the situation, detailing my discomfort with being approached by my co-worker, with the option of including upper management.But I would personally try to keep it with HR unless they really wanted upper management involved. Second, although definitely not within ethical standards, there is approaching the co-worker who suggested the candidate, to discuss the position, the adequacy of the three candidates and suggest if you hire him he hopes that he pulls through for you and the company. I would go with a utilitarian approach when coming to my conclusion. With HR you can throw out ideas such as is the most qualified person actually right for the company.

Just because someone is has the experience and the proper qualifications does not mean that they will fit and be the best choice in the company. This is something you will need to consider for the employee and the company as well. Does the company have a policy stating that the highest qualified candidates be hired? And if not, the discussion of how to approach how and why a candidate that is less qualified would be chosen for hire and would it be favoritism or how can it be justified without showing that you were just doing a favor for a co-worker.If the least qualified person is still qualified and seems like they may actually fit in better with the company, as certain personalities mesh into different environments better than others, they may be the best choice for the job in the big picture. Other things I would consider in this situation is whether or not the employee asking you to do this favor is a trust worthy worker and if hiring their friend and it doesn’t work out, what impact will this have on your working relationship.A last consideration I would have is which of the three people interviewed shows the greatest opportunity for advancement within the company since the position they are hiring on for is intro level. After evaluating all the criteria and coming to a final decision I would contact that person and let them know that they have been chosen and offer them the position and discuss the potential start date if they choose to accept the job.

Once they have accepted the position and come into HR to finalize the paperwork and have a solid start date I would start with introducing them to other workers.Being the new person can be challenging at times so making them feel welcome is very important. Being a new person can be so challenging, assigning a sponsor to get them settled into their new department could also ease some of the anxiety of a new job. Keep track of the new employee by evaluating their work performance. The level of output is important, however, in order to keep that output on a positive level, maintaining positive employees is beneficial. Not only is employee evaluations important, but face to face contact makes a lasting impression on new employees.Is the person happy at this company and with their current position within the company? Does the employee show potential for future advancement by taking on additional tasks or inquiring about additional opportunities? How do other workers feel about working with this new employee? How well does the new worker actually perform with the other employees? Talking with employees, stopping in their work space and making face time occasionally to be more than a name to them and to make the company feel approachable will help to know where your employees are with their job and within the company.

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