Case 9: To Hire or Not to Hire
1. If the applicant mistakenly thought that her record had been cleared over time and therefore
did not lie intentionally, would that make any difference in the hiring decision?
2. Should the fact that the applicant did not tell the truth on one part of the application
automatically disqualify her from any further consideration?
3. Should the supervising manager be allowed to hire this applicant despite the fact that the
applicant lied on her application, provided the manager is willing to take the risk and assume
responsibility for the applicant?
4. If the applicant had freely admitted the conviction, should she still be considered for the
position? Should a minor offense committed 18 years ago, when the applicant was in her early
20s, disqualify her when she is overall the most qualified applicant? What types of convictions,
and how recent, should disqualify potential new hires?