Preferential hiring and the question of competence
It is widely believed that preferential hiring practices inevitably result in hiring less qualified candidates for jobs. Indeed, this follows analytically from some definitions of “preferential hiring” (e.g. George Sher's). This paper describes several preferential hiring strategies that do not...
| Main Author: | |
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| Format: | Electronic Article |
| Language: | English |
| Check availability: | HBZ Gateway |
| Journals Online & Print: | Drawer...
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| Fernleihe: | Fernleihe für die Fachinformationsdienste |
| Published: |
Springer Science + Business Media B. V
1991
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| In: |
Journal of business ethics
Year: 1991, Volume: 10, Issue: 2, Pages: 161-163 |
| Further subjects: | B
Alternative Definition
B Preferential Hiring B Qualified Candidate B Hiring Practice B Economic Growth |
| Online Access: |
Volltext (JSTOR) Volltext (lizenzpflichtig) |
| Summary: | It is widely believed that preferential hiring practices inevitably result in hiring less qualified candidates for jobs. Indeed, this follows analytically from some definitions of “preferential hiring” (e.g. George Sher's). This paper describes several preferential hiring strategies that do not have this consequence. Sher's definition is thus shown to be inadequate and an alternative definition is proposed. |
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| ISSN: | 1573-0697 |
| Contains: | Enthalten in: Journal of business ethics
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| Persistent identifiers: | DOI: 10.1007/BF00383620 |