Candidate 1 has an impressive sales record and familiarity with the target market. Their experience could potentially maintain steady revenue figures. However, they may not offer a fresh perspective or adequately address the diversifying clientele. Candidate 2 offers a strong technical background and innovative approach, which could provide new sales angles. However, their sales numbers are not as high as Candidate 1, and they may lack experience in dealing with diverse buyers. Candidate 3 has demonstrated consistent sales growth and adaptability from her humble beginnings selling Tupperware to working in IT. Her tenacity and familiarity with technology are positives. Moreover, her diverse background may help her resonate with various clients. On the downside, her sales numbers are lower than Candidate 1, and she might need time to transition from office equipment to 3D printers.

Question 2: Do you see any ethical issues in choosing which candidate to hire?

In this hiring scenario, there are potential ethical issues at play. From the perspective of diversity (Gilbert, 2016), the company may benefit by selecting a candidate who better represents the changing demographics of its buyers. However, each applicant brings unique skills and backgrounds that could contribute to the company's growth in different ways. The key to navigating these ethical considerations is objectively assessing their qualifications without being swayed by their characteristics. Employers should balance business objectives with fairness in hiring, avoiding potentially discriminatory decisions and considering how the chosen candidate will contribute positively to the team dynamics and address customers' evolving needs.

Question 3: Which of your ethical tools best solves this dilemma?

In this hiring scenario, the best ethical tool to use is the combination of consequentialism and the principle of equal consideration. Consequentialism focuses on an action's outcomes; in this case, it is important to consider how each candidate will contribute to the organization's goals and growth. The principle of equal consideration ensures that all candidates are treated fairly without bias toward personal characteristics. You can navigate the ethical considerations by objectively evaluating each applicant's skills, experience, and potential impact on company sales and team dynamics (Gilbert, 2016). Balancing business objectives and fairness will result in a decision respecting diversity while maximizing company performance.

Question 4: Who would you ultimately hire and why?

I would ultimately hire Candidate 3, an African-American woman with a strong sales background. While Candidate 1 has an excellent sales record and Candidate 2 brings valuable technical expertise, Candidate 3's rapidly growing sales numbers, varied experience, and diverse background align best with the company's evolving demographic of buyers. Her persistence and adaptability are also crucial qualities for a salesperson. The company can address fairness and diversity by selecting this candidate while potentially tapping into new customer segments. Moreover, her enthusiasm for 3D printing positively impacts team dynamics, aiding the company's adaptation to the evolving market environment.

Reference

Gilbert, J. (2016). EMPLOYMENT ISSUES. Routledge. Materials provided.

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