To Hire Or Not To HireSelecting A New Computer Analyst
As a manager in human resources, part of my job is to guide the process by which my company selects new employees. Recently, we selected an applicant to fill a computer analyst position.
The supervising manager and a selection panel selected this applicant over a number of others based on her superior qualifications and interview.
However, a routine background check indicated that the applicant had been convicted 18 years earlier for false check writing. The application form has a section where the applicant is asked if he or she has ever been convicted of anything other than a traffic violation. In response to that question, this applicant wrote“no.” When informed of this, the supervising manager stated that she would still like to hire the applicant but asked me for my recommendation. The job does not involve money handling.
Questions for Discussion
1. If the applicant mistakenly thought that her record had been cleared over time and therefore did not lie intentionally, would that make any difference?
2. Should the fact that the applicant did not tell the truth on one part of the application automatically disqualify her from further consideration?
3. Should the supervising manager be allowed to hire this applicant despite the fact that the applicant lied on her application, provided the manager is willing to take the risk and assume responsibility for the applicant?
4. If the applicant freely admitted the conviction, should she still be considered for the position?
Should a minor offense committed 18 years ago, when the applicant was in her early twenties, disqualify her when she is overall the most qualified applicant? What types of convictions, and how recent, should disqualify potential new hires?