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How do you deal with nepotism or favoritism in hiring decisions?

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Nepotism and favoritism are unethical and damaging hiring practices that can undermine your team's morale, performance, and diversity. They can also expose your organization to legal risks, reputational damage, and loss of trust from customers and stakeholders. How can you avoid or address these issues in your hiring decisions? Here are some tips to help you maintain a fair and objective hiring process that respects your values and goals.

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Samitha Abeysinghe

Master Mariner/Marine Surveyor/Marine consultant/Aspiring Photographer

1 Define clear criteria

Before you start recruiting, you need to establish clear and relevant criteria for the role, based on the skills, experience, and qualifications required. You also need to communicate these criteria to all the candidates, interviewers, and decision-makers involved in the hiring process. This will help you avoid bias and favoritism, as well as ensure consistency and transparency in your evaluation and selection.

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2 Use multiple sources and methods

Relying on a single source or method for finding and assessing candidates can limit your pool of talent and increase the chances of nepotism or favoritism. You should use multiple sources, such as job boards, referrals, social media, and networks, to reach a diverse and qualified audience. You should also use multiple methods, such as tests, interviews, simulations, and references, to measure and compare the candidates' abilities and fit for the role.

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Samitha Abeysinghe

Master Mariner/Marine Surveyor/Marine consultant/Aspiring Photographer
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An example what I have seen is persons in power, or with influences inside an organisation tend to misuse the selections processe by upvoting directly or indirectly people who they want to hire. We can get a diverse pool or applicants via different methods yet if the selections committee is not transparent the required outcome will not be achieved.

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3 Involve different perspectives

Having a diverse and impartial hiring panel can help you reduce the influence of personal preferences or relationships on your hiring decisions. You should involve people from different backgrounds, levels, and functions in your hiring team, and ensure that they have the training and tools to conduct fair and effective interviews. You should also encourage them to share their feedback and opinions openly and respectfully, and to challenge any signs of nepotism or favoritism.

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4 Document and justify your decisions

Keeping a record of your hiring process and decisions can help you demonstrate your compliance with the law and your policies, as well as your accountability and integrity. You should document the criteria, methods, sources, and results of your hiring process, as well as the reasons for your final selection. You should also be prepared to explain and justify your decisions to the candidates, your team, and your management, if needed.

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5 Monitor and review your process

Evaluating and improving your hiring process can help you identify and address any issues or gaps that may affect its fairness and quality. You should monitor and review your hiring process regularly, using data, feedback, and best practices, to assess its effectiveness and efficiency. You should also seek input from your team, your candidates, and your stakeholders, to understand their perceptions and expectations of your hiring process.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you deal with nepotism or favoritism in hiring decisions?

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1 Define clear criteria

2 Use multiple sources and methods

3 Involve different perspectives

4 Document and justify your decisions

5 Monitor and review your process

6 Here’s what else to consider

Hiring Practices

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