Hiring
While reflecting on this topic, I now understand that managers should incorporate essential strategies when posting for an opening. The first strategy is nepotism, which refers to advertising for a job position only to extended family members to grant them status. The internal public job announcement is another critical strategy during the hiring process. This involves circulating the open position to individuals with close links to the organization. Lastly, managers can use mass public job announcements to attract potential candidates. The choice of job announcement strategy is not without ethical issues. Some common ethical perils include; the description of the position in a manner that does not align with reality and posting the opportunity to individuals who do not stand a chance for the position.
Screening involves filtering or reducing many applicants to a manageable size. When screening candidates, most companies appeal to bona fide occupational qualifications (BFOQs), education, criminal records, social media, and high-risk lifestyles. However, hiring managers have ethical tensions to follow when considering candidates’ criminal records that include; their ethical responsibility to the public, the company, and the company’s responsibility to the public. After screening, the applicants are tested based on their psychological and personality, skillsets, and medical, and these tests should be valid, normalized, and constant. The next stage of the hiring process is interviewing; managers should consider fairness and pertinence during interviews.
Wages, Promotion, and Hiring
The use of wages as job incentives and the level of confidentiality are some issues that hiring managers face. Although salary confidentiality offers employees a right to privacy, disclosure is also essential to curb abuse from managers. When carrying out employee promotions, managers should consider different factors, including performance, seniority, and projected work performance. Additionally, firing an employee should follow a just cause. There are various circumstances when a company can terminate an employee, including; economic slowdown, employee misbehavior, rank, and yank. Before termination, the employee must have received the information about their firing and should not disrupt the remaining employees’ duties. The employee should leave with a positive image, and the cost of firing should be minimal. In cases of unavoidable termination, managers can play a primary role in reducing these instances and reducing the severity of the impacts of firing.