In the process of recruiting and selecting new employees in a company, ethics play a vital role in choosing a reliable and able team. It is essential for organizations to establish ethical consideration so that applicants are vetted according to their equity, merit, and fairness and that they are knowledgeable and skilled for the particular job. Ethical theories provide guiding principles on a course action to be taken when resolving human conflict in an organization (Gatewood, Feild & Barrick, 2011). In most organizations, it is the task of the human resource panel to effectively vet applicants in order to get the suitable candidate for the job.
Published in the 1970's, the Uniform Guidelines on Employee Selection Procedures document designed guidelines that are to be applied in selection procedures used in decision making over employment. The guidelines help in employment testing, which also deals with discrimination. Other issues include validating selection, methods of setting and implementing cut off scores, the selection procedures, and their documentation. The guidelines are also useful in all selection procedures including promotion, demotion, retention, referral, training, licensing and certification and transfer (Rubin, 1969). Recruitment is viewed as a biased way of choosing the best candidate fit for a job because it involves selecting the best out many who displayed an interest on the job. The HR of an organization is always faced with a dilemma since one has to base his selection on merit and not physical looks, gender, race or age.
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Competency should be one of the parameters in the hiring process. According to the utilitarian theory, the productivity of the society will be optimized when jobs are awarded based on competency. Different jobs require unique skills and personality traits and therefore jobs should be assigned to individuals whose skills and personality brings out their competency (Gatewood, Feild & Barrick, 2011). Any other criteria for assigning a job will, therefore, lead to a decline in productivity.
As a marketing manager faced with a sex discrimination charge for not promoting an internal female employee but instead hiring an external male employee, one would argue his choice of action using Rawl's justice law which emphasizes on fairness, fair treatment, and equality. According to Gatewood, Feild & Barrick (2011) manager has the task of selecting a candidate who is knowledgeable and skilled for the job, not just one who has worked in the company before. Picking a non-qualified colleague for a promotion serves as discrimination to other applicants.
References
Gatewood, R., Feild, H., & Barrick, M. (2011). Human resource selection . Mason, OH: South-Western, Cengage Learning.
Rubin, R. (1969). The Uniform Guidelines on Employee Selection Procedures: Compromises and Controversies, 28 (3), 605-634.
