Judeo-Christian Ethics

Unfortunately, your experience is not unique. Numerous people trust that jobs are awarded based on merit, skills, and ability, however, many managers utilize strategic interviewing processes to obtain their desired candidate (Dahr, 2014). In addition, staff frequently perceive this nepotism and it is a very risky political move on the part of the hiring leader. In our organization, there have been a number of situations in which the position wasn’t even posted and the candidate was merely placed into the role without the opportunity for others to contend for the job. Suddenly, there was an announcement congratulating the person on their new role. Unfortunately, partiality is detrimental to an organization as it

It is not ethical for staff to interview candidates if they are related as this is because personal links and candidates will let their employer know they can not be interviews if they are friends of colleagues.

Like I stated before in the introduction, it allows to evaluate the different reactions of candidates; namely how they react toward a stressful situation and how well they respond to questions. It also allows to know whether a candidate is motivated about the job he/she is applying for. It then becomes clear or easy for the recruter to decide whether a certain candidate will be a good fit to the organization given his/her qualifications. Thus, this type of interview requires some preparation from the interviewer. The preparation is basically reviewing the EEO (Equal Employment Opportunity) laws that allow the recruiter to avoid any kind of discrimination, developing an applicant profile by means of competency-based, behavior-based and talent-based techniques, and finally assessing what applicants want in an interviewer (friendliness, honesty…) and in a position that they are applying for (environment and culture in the organization). On top of preparation, the recruiting interview requires some kind of structure. A good recruiting interview needs to be highly structured. Otherwise, it won’t allow the recruiter to get as much information as possible from the interviewee. Along with the type of structure, the recruiting interview allows to have a broad selection of question sequences. To be more specific, the funnel, inverted funnel and tunnel sequences are the mostly used to allow a smooth movement from

how the questions are answered. Your goal in choosing an interviewee is to simulate the interaction

Again from experience I’d have to say that the top level considerations to keep in mind while conducting the interview process would be to avoid getting into any legal trouble with regards to discrimination, privacy and never promise anything you’re not sure you can follow through

INTERVIEWS: Interviews are usually taken for people when they are looking for jobs or looking places in college and universities. There are many advantages of interviews, one being that they will be able to get good information and some data, also they will develop their communication skills too when talking to the other individual. However there are also many weaknesses such as, time consuming, the person being interviewed could be lying and also the questions may not be clear. Another weakness is that there could be a language barrier between the two

Interviewing someone you know may be a more easier with than someone you do not know. In this case, I interviewed my friend Matthew Guerrero. He is a sophomore here at Washburn. Matthew's background is different than mine because he is Hispanic and grew up with his married parents and his one brother. That differs from my background because I grew up with divorced parents going back and forth between the two every weekend. I also grew up a bit different because there is a total of eight kids in my family. I chose to interview Matthew because even though we both have two very different life's we are very similar. I think it is interesting how we had complete opposite lives growing up but we both are almost boy-girl version of each other and

A supervisor in a large accounting firm is scheduled to interview a job candidate who comes highly recommended and has excellent qualifications. Jim has an accounting degree (bachelors) from a prestigious Ivy League school and has been working on his MBA by attending an online program for the last 18 months and is close to earning his degree. In addition he has been working for one of your competitors for several years and has excellent references attesting to his ability. Your payroll budget has recently been reduced significantly as a result of a declining client base and your manager has the final authority

reality. It was as if boats had their rudders removed, and they were permitted to drift freely. Today, we often refer to our Judeo-Christian heritage as based on law and legal precedent. In reality, the Christian part of this tradition did not become part of our Western morality until after the English referred back to the Torah, began to read Hebrew and incorporated the Jewish tradition in the system of laws based on written laws and legal precedents and then became known as the Judeo-Christian tradition. Until then, the governance of a community was based on power – those with it made individualized decisions based on at best their own personal dictates or, at worst, expediency. For their daily lives the people looked to the village priest,

The human resources recruiter will contact the applicants, which have been initially screened for the next round, to conduct a phone interview. This process is designed allow the recruiter to describe the job description in great details, answer pertinent questions about the position but also allow the applicants to screen themselves out of the job based on the

I find that job interviews are where people ‘fake it until they make it’ and usually it will get the job without a problem. However, with how competitive the workfield is becoming as technology continue to evolve, there is a greater need now to weed out the people who employers are not looking for. Furthermore, I agree with the definition of bullshit and humbug as there is no clear line with what is true and what is false considering how integrated bullshit is in American society. In a lot of Spanish cultures, I know there are other places similar to the US that it’s okay to pass off bullshit in passing, but not when there is coming serious on the line as they want the best qualified people out there to come and work for them.

There is no relationship between the interviewer and the interviewee, apart from a conversation of few minutes at the beginning of the course as a classmate.

It has also come to mind, should I interview someone I do not know very well rather than a close friend. I begin to question if I or my friend will be comfortable with the questions. Therefore, I am almost certain that I will interview someone that I do not know very well. I believe this will give me a realistic picture of what to expect.

Moral relativism is the philosophy that moral or ethical propositions do not represent moral truths, but are effected by the environment in person’s life. Christians have a worldview that believes otherwise based on the biblical worldview of what is right and wrong proposed by James Sire. Issues that are ethically questionable but not specifically banned in Leviticus, or in the Bible in general, such as gambling, drinking alcohol, and divorce are examples of how even seemingly unclear topics are still outlined by God. The Lord gives Christians the instinctive knowledge of right and wrong based on Scripture that does not and will never change, contradictory to the constantly evolving culture that is moral relativism.

I particularly chose my friend to interview because of her willingness to open up to me. I believe her personal information was significant to the field of multicultural counseling because she provided very honest relatable material for me to understand as a future counselor. Also, many of her experiences confirmed what I had formally been researching in the LGBT literature, for example, “Lesbian, gay, bisexual, and transgender (LGBT) people have experienced a long and pervasive history of employment discrimination. Today, more than eight million people in the American workforce identify as LGBT, but there is still no federal law that explicitly prohibits sexual orientation and gender identity discrimination against them” (Pizer, Sears, Mallory & Hunter, 2012, pg. 715). This study was confirmed in my reality when my interviewee stated that she would “deny deny deny” if her employers from a religious based company approached her on the subject of her sexual orientation. I feel that this is vital information for the field of cultural