ETHICAL APPLICATION: HIRING MANAGER 1
Ethical Application: Hiring Manager
Luisa Hunt
Liberty University
BUSI-643 Workforce Planning and Employment
Dr. Colleen McLaughlin
August 24, 2025
Hiring Manager and Organization Interest
Organizational interest is an important aspect of the hiring process as it shows
prospective employees the type of organization they will be working for. The first point is that
the staffing professional is serving as an agent of the organization and is duty-bound to
represent the organization first and foremost (Judge & Kammeyer-Mueller, 2022). During the
hiring process, not only is the prospective candidate trying to impress the hiring manager, but
the hiring manager is also attempting to impress the candidate. As the hiring manager, it is
essential to represent and showcase the organization's culture throughout the entire process. A
good hiring process that should interest an organization should include ethical hiring practices,
as this will attract a larger, more qualified pool of candidates. As per Proverbs 21:3 (ESV), “To do
ETHICAL APPLICATION: HIRING MANAGER 2
righteousness and justice is more acceptable to the Lord than sacrifice.” This verse speaks to the
importance of being ethical and shows the type of behavior we should all follow and inspire to
bring these employees into the organization.
Positive Organization Interest
During the hiring process, it is important that organizations and hiring professionals
show the culture of the organization to make sure they are attracting the right candidates.
Candidates will look into organizations that are inclusive and ethical. Ethical decision-making in
the workplace is crucial because it leads to various positive outcomes, such as adequately
dealing with harassment, treating all employees and prospective employees equitably, and
correctly utilizing power in leadership roles (Stelzner, 2022). When an organization shows that
they are inclusive, want diversity, and treat all of their employees equally, they will attract more
candidates who also share the same values. These interests promote a healthy organization
where employees are producing and are happy. It also protects the organization from any legal
claims, such as harassment or discrimination claims.
Negative Organization Interest
If an organization and hiring professional are unethical in their hiring processes, it can
cause a negative impact on the organization. Unethical decisions in the workplace can cause
discrimination, bias, leadership problems, and an overall toxic workplace culture (Stelzner,
2022). A toxic workplace culture will form issues in all areas of the organization, including during
recruitment and hiring. Many times, candidates will see the culture right from the start during
their interview, which will cause them to disregard the position, and if they do get hired, they
may see it right away when hired, and this causes major turnover issues. Another area that will
also cause major issues in hiring and organizational culture is in leadership. If an organization is
unethical, then leadership will be unethical, and this will ultimately spill over to the lower-level
employees. Discrimination causes lower job satisfaction, productivity, and job performance;
higher turnover; and negative physical and mental health outcomes, including stress,
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depression, and lower self-esteem (Yang & Liu, 2021). Discrimination in the workplace can cause
many negative effects and can also produce legal issues for the organization. These legal issues
can come from employees or even prospective candidates if these practices are seen in the
hiring process.
With technology advancing, organizations are now implementing artificial intelligence
(AI) in their hiring process. When AI technologies are used in hiring, problems with algorithmic
bias arise that, if not carefully handled, can prolong social injustices (Abu Faiz, 2024). The issue
with AI is that discrimination or bias can happen without knowing that it is happening.
Programming a computer to be ethical may not be as easy as it sounds because of the
complexity of biases, discrimination, and diversity practices. Recruiting practices to become
trusted by organizations and candidates alike, decision-making algorithms must be transparent
(Abu Faiz, 2024). One way for organizations to combat this is by being as transparent as possible
with stakeholders, employees, and prospective candidates.
Conclusion
Let each of you look not only to his own interests, but also to the interests of others
(Philippians 2:4, ESV). Hiring managers are tasked with the role of hiring the right people who
will fit into the culture of the organization. They are also tasked with creating the best team
possible to promote an environment that is healthy and productive. To do this, managers need
to promote an organization of inclusion, diversity, and ethical behavior. As in scripture, these
managers are not there for their own interest but in the interest of the organization and their
employees.
References
Abu Faiz, M. (2024). Ethical Decision-Making in AI-Driven Hiring Processes: Ensuring Fairness
and Accountability. International Journal of Business Ethics in Developing Economies.
Ebsco.com. https://research.ebsco.com/c/r3w5i4/viewer/pdf/sgvlxmuk7r
Holy Bible, ESV
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Judge, T., & Kammeyer-Mueller, J. (2022). Staffing organizations (10th ed.). McGraw-Hill
Education.
Stelzner, G. (2022). Ethics and Discrimination in the Hiring Process: An Overview of Gender and
Race. Minnesota Undergraduate Research & Academic Journal, 5(4).
https://pubs.lib.umn.edu/index.php/muraj/article/view/4537/3092
Yang, J., & Liu, J. (2021). Strengthening accountability for discrimination: Confronting
fundamental power imbalances in the employment relationship. Economic Policy
Institute. https://www.epi.org/unequalpower/publications/strengthening-
accountabilityfor-discrimination-confronting-fundamental-power-imbalances-in-the-
employmentrelationship/
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