Psychology

As a senior manager recruiting for your company, you might find yourself not agreeing with a fellow manager who is also in the recruiting team due to reasons that he does not give. Therefore, you must come up with the issues that he might be using as basic points that make him not want to recruit the prospective employee. A peek at a few factors that might make him reject the prospective employee are reasons like his general fear of the risk that the company is exposing its operations to another rival. He might be basing his reasons on the fact that the employee might be an avenue for the transfer of the companys secrets to success over the other market players. This, according to him, is a good way of fending away possible dangers to the companys secrets. His reasons are genuine and generally healthy for the company as the secrets are safer not revealed. The reason for this aspect of thinking might be backed by his former experience with other employees who were poached from competitors. The second reason he might be using to reject the prospective employee arises from the fact that he might be viewing her as a liability. She is to him a liability in the sense that maintaining her in the company might be quite expensive due to her wealth of experience that she is bringing with her to her new employer. He feels that if hired, she might move to another company that offers better remuneration any time that the chance arises or worse still, set up her own company that competes her employers. This would be a big blow to the company due to an unexpected high turnover. The cycle of recruiting a new marketing manager would present not only a new expense but also sudden leadership vacuum in her post offered by her. These conclusions seem to be the ones that might be bothering him about this particular employee. His rejection may be backed from years of experience that he has accrued over the years that would make him not want to expose the company to the uncertainty that recruiting her presents to the company. The company from which the employee is drawn might also sue the company due to practicing unethical and unfair business practices that have had negative effects on its profits. On another angle, his reason might be backed by his fear that her age might not do the image of the marketing section of the company some justice. This might be from the explanation that in marketing, the face of the marketing staff should always project a young energetic team that is driven by energy to achieve the companys marketing goals (Leonard, 2001).

The hiring of workers based on the managers opinion exposes the company to a few risk factors. The risk factors   are bound to have ethical and legal implications. In as much as company policy might have angles and perspectives that might make it look like the reasons or declining her employment were basically drawn from their backing, the final implication might have a damaging effect on the standing of the company in the community it draws its market from. One might argue that the reason stems from the fact that her origin is from the Hispanic community and as such his refusal to hire her was basically racially motivated. His reasons like the one on her giving out company secrets could be dangerous for the company. She might be bound by a nondisclosure agreement if he so wishes to do so. Most of these agreements are usually backed by the law and as such his using this reason can be enforced by the court of law so that she does not reveal the companys secrets for a period of two years after her leaving. Employees on the other hand have a right to seek employment anywhere they wish to in a set-up of a competitive market of jobs. This is also protected by the court of law and might expose the company to a lawsuit that is bound to change the public perception of the company - a big taint to its image. In-case the company from which she is drawn decides to go to court to fight out the issue, losses could arise. The argument here could be that his company might have used unfair business practice that would finally cripple them financially as it would mean she cancelled her contract that bound her to stay there for sometime (Leonard, 2001).

To avoid the implications that arise from his stand on the employment of this lady, I would need to look at ways to convince him to slacken a little to allow her to work for the company. Some of the explanations are drawn from looking at all the effects of his actions. This would mean taking an approach that would make him relax his stance. Firstly, if at all the reason for hiring is based on racial prejudices, then we will go over the possible racial-based long-term effects the action would have on the company. Apart from denting its image, it might expose the company to lawsuits that would lead to fines. These fines not only affect the profitability of the company but might also weigh heavily on the allowances given to its employees. Fines are known to leave companies running into losses making cut-downs on number of employees and employee remuneration packages imminent. This would mean his pay possibly being affected. On the case of not trusting her with the companys secrets, he should make her sign a nondisclosure agreement that would bind her to not revealing the companys secrets for two years after she leaves the company by will or on termination of her contract. The legal and ethical issues aside, the employee is right for the company as she is to be taken as an asset. She meets all the requirements that are vital for the company and has extra experience that spans over a relatively long time. Not only will she know the right marketing ploy to put to work but she will also know other ways that can be used to be effective competitor in the industry. This would arise from the fact that she knows from the experience in the other company and a comparison she is likely to draw from her employment at this company. This would give her an option of selecting the best method from what she gets on comparing the methods employed in marketing from both of the companies. Finally, he should get her to sign a non-compete agreement that would see her not set up a similar business with the one that the company is involved in. this is a solid move that would keep her concentrating on getting the companys goals achieved.

In conclusion, hiring her has more pros than cons. The cons are bound to have implications that any reasonable manger would want to avoid. Therefore, employing her would be a good thing for the company to do.