Introduction
Nepotism and cronyism are forms of favoritism that can influence the hiring process. Favoritism signifies giving preference to one individual over another established on personal attachment rather than merits and qualifications. This essay will examine the logical line between exemplary hiring and hiring based on favoritism and other components of this topic.
Exemplary Hiring vs. Hiring Based on Favoritism
The hiring procedure should be supposed to understand the logical line between good hiring and hiring based on favoritism. Good hiring is based on the candidate’s qualities and skills, professional and personal history, and potential for growth and development within the company (Tytko et al., 2020). On the other hand, favoritism may be based on the candidate’s attachment to the employer, his family, or his friends, regardless of professional qualifications. Therefore, the logical line between good hiring and favoritism lies in that, in the former case, decisions are made based on merits and professional qualifications. In contrast, decisions are based on personal connections and attachments in the latter case.
However, the line between these concepts is only sometimes clear. Sometimes, the employer may hire a candidate due to personal attachment, but the candidate likewise has the necessary professional qualities and experience (Tytko et al., 2020). In such cases, one can speak of a combination of factors determining successful hiring. Suppose the person who wins out of favoritism defends this practice. In that case, it is essential to understand that favoritism can lead to inappropriate hiring, which can lead to insufficiently qualified and inefficient work. In addition, this can lead to dissatisfaction among other candidates and affect the atmosphere in the team.
Conclusion
In conclusion, good hiring should be based on the candidate’s merits and professional qualifications. The line between fair hiring and hiring founded on favoritism can be blurred, but it is vital to adhere to proficient measures in assembling hiring decisions. Consider the employer does not consider the candidate’s merits and qualifications and makes his choice based on personal connections and attachments. In that case, this can negatively affect both the company and the employees.
Reference
Tytko, A., Smokovych, M., Dorokhina, Y., Chernezhenko, O. M., & Stremenovskyi, S. (2020). Nepotism, favoritism, and cronyism as a source of conflict of interest: Corruption or not?Revista Amazonía Investiga, 9(29), 163–169. Web.