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Ethical/legal implications in the hiring process

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Your firm is hiring a new marketing manager. You and one of the other senior managers has been interviewing candidates. A candidate just completed the interview process and has the following skills, background and characteristics:

Hispanic Woman
Masters Degree in Marketing
Worked in a similar position with a competitor for the past 20 years
You are very pleased with this candidate and feel she meets and exceeds all the requirements for the position. The other manager; however, does not agree with your assessment replying only that he does not think this person is a good fit and that the search should continue. You press the issue to find out why; however, your fellow manager does not divulge or discuss any of his rationale and simply repeats he does not think this candidate is a good fit.

Based on your review of this situation answer each of the following questions:

What type(s) of heuristic may be present in formulating your co-workers opinion? Explain how you came to your conclusions (support your findings).
Are there possible legal and ethical implications that can result from making a hiring decision based on your co-workers opinion?
After your analysis for parts 1 & 2 (above) what do you think you should say to your co-worker? How would you convince him that this person is right for the job and should be hired?
References are to be provided in APA style.

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Solution Summary

This posting looks at a case in where a candidate is being interviewed for a marketing manager. It looks at the ethical and legal implications of hiring a specific candidate.

Solution Preview

On first glance, perhaps your coworkers was biased in their decision not to hire this candidate because they are Hispanic, and/or because they are a women.

Both are discrimination, there are laws in effect in which an employer can't discriminate against anyone because of their race, gender, age, sexual orientation, color of their skin. This is called equal opportunity employer.

"Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination on the bases of race and color, as well as national origin, sex, and religion. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government."
-The U.S. Equal Employment Opportunity Commission

Unfortunately, many companies officially state ...

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