Job Recruitment Ethics (Part 2)

Erike Valle, a human resource manager at Vanir Construction, California shares another view. According to her, recruiting goes beyond filling chairs. It’s a mutual fit; one that will benefit both the candidate and client.

DeeDee Logan, an executive recruiter consultant at Dunhill Professional Staffing, who also joined us for the whole conversation posed some serious and practical questions to everyone. “Shouldn’t you be totally confident on your candidates’ experience and potential? Especially after the fact that you have interviewed and tested them yourself and matched them to a job description? Why would you have any doubts that they are not the right candidate for the job?”, she asked back the questions.

“Also, why would you have to persuade anyone to take a job? If the job description changes in future then good for the lucky candidate to expand his resume”, she added.

Although I tried to include as many different views as I could, after the discussion, I felt that this was really a tricky question as it is difficult to be 100% sure of any recruiting decision just because of the recruitment process. And as Mr. Jose Alonso, HR Manager at Kraft Foods said in our discussion, “Hiring people is in a certain way like a marriage: there are two partners and both have to be as sure as possible”.

What are you views as an employee? Would you take any job even if you know it does not directly benefit your future? Especially when the recession causes the job market to shrink and you have been trying for months?

I am not the next billionaire (or even millionaire). I am a small entrepreneur so let us take an advice from a CEO of a reputed company of all times.

And that person is none other than Bill Gates of Microsoft. Once during a conversation with media about his company’s strategies, he said, “If we weren’t still hiring great people and pushing ahead at full speed, it would be easy to fall behind and become a mediocre company”.


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