Being a manager is a task in itself. Managers have a lot of things on their plate and they have to make sure that things are in the correct order. I’ve had experience in hiring associates and also discipline. Overall I believe that both of those positions had to be really hard. It is hard trying to tell someone that they don’t have a job or they do. Or to tell another person that they are going to get fired because of a certain situation. Hiring you have to look at each person to make sure they are qualified for the position and are they the people that you want to have in your job. Each company had their own guidelines that they should follow. It’s hard trying to judge a book by its cover but, you have to make sure that they have to support company’s vision, values, and morals. I know with my company during the hiring process we have matrix that we have to follow to ensure that we are hiring the best of the best. We do this to make sure that we are not breaking any laws when it comes to hiring a person. As a manager if we aren’t going to hire that person we do make sure that we don’t break any laws so we do give credible feedback and encourage the person to apply again in 6 months. In the business world a lot of people hear about a job by word of mouth. There are a lot of people who talk to their family members about positions and the family members expect to get the job because their mother, father, aunt, uncle, or whomever is in a certain position. However, that is not the case. So managers have to be keen to fact of nepotism. According to businessdictionary.com nepotism is a practice of appointing relatives and friends in one’s organization to positions for which outsiders might be better qualified. Despite its negative connotations, nepotism (if applied sensibly) is an important and positive practice in the startup and formative years of a firm where complete trust and willingness to work hard (for little or no immediate reward) are critical for its survival. Nepotism affects the business as a whole. There are some businesses that will not hire a person who has family members in a high position and there are those that will. I think that it is a good idea in certain situations. However, it does become an ethical dilemma when you are applying for the position and then someone’s family member applies and they get it but you don’t even IF you are qualified. It is unfair to the innocent patrons who believe they have a shot at the position when they clearly have no idea that a family member or friend was put before them simply because he or she knows the one who is doing the hiring. I also believe that during the hiring process there are a lot of businesses who use social media websites to help with their decision making. I think that it’s unfair for one to use a social media outlet to determine if someone is fit for their position. There are a lot of well qualified people in the world but some tend to have an issue when it comes to being outspoken. However, I don’t think it should be used against someone who is trying to find a job. I mean its social media people should be able to say what they like without being penalized for what they are putting on their facebook, twitter, or instagram. Managers find themselves in between a rock and a hard place when trying to determine if someone is qualified and if so why are they on these social media websites saying what they are. I did some hiring in the workplace but not a lot. We have a referral program at my job. So I referred someone to work for us and they always said that they weren’t qualified. I couldn’t figure out the reason why this person wasn’t qualified. She had the resume, the skills, and the knowledge to perform the job because she was doing something similar to what she would be doing at my job. So each time they told her the manager was going to give her a call after the interview and they never did. No one wants to be sitting around the phone for weeks and not know the result of their interview. Well, come to find out the person who was interviewing her didn’t like the way that she was answering the phone. This person had no idea of how to answer a call center phone she just knew how to answer her phone at her job, so that’s what she went with. For the life of me we couldn’t figure out why. We are family by marriage however, for her to tell her she didn’t get the job because of her not answering the phone right she finally got it after the sixth time! The only way she was able to get down to the bottom of it was if she contacted the manager of the human resources department. There was never a number where you could call to check on your application, so I told the phone number to the human resources because I felt like she wasn’t getting a fair shot. After speaking with the manager of human resources she finally got down to the bottom and told her she should have been hired a long time ago. No matter how she answered the phone that was something that would of been a part of the training. Now this person has excelled at her job and is rated number three in the company. The person who was doing the interviewing has since quit because they determined that my referral wasn’t the only person who was being treated unfair. Although, some people would have just taken the feedback and went others really want to know why. After coming to a job five times throughout 4 years and you not getting the job you would wonder as well. So the manager was able to review the scoring matrix to see why she was being scored down and why some others were as well. This show that even if you are one to refer someone to your job not all people try to give someone the benefit of the doubt in fact they try to degrade them and make them feel like they aren’t qualified or not good for the company. I felt like she was one of the greatest candidates and should have been in the position a while ago.