Ethical dilemma is basically a situation in which there is an evidence of conflict between the moral imperatives and to make sure we are being ethical in one issue, we would be disobeying the other issue and this definition can further be explained. (Scott, 1998). There are many situations that we are aware of and here I would especially be referring to the cases in which an interviewer or interviewee has not adhered to the ethical principles.
There are cases in which although the interviewer has taken the interview of the people who have applied for a vacancy but in the end, he appoints a person who is related to him in any way even if that candidate is not suitable for that job. Other examples can be taking bribe from a candidate to offer him a job. This can also be vice versa as either the interviewer may ask the interviewee to give him the bribe to get the job or the interviewee may himself offer him a bribe to get the job.
Other than that, the interviewer may also ask some unethical questions such as he may force the interviewee to give him the information regarding his current employer, etc.
There are basically three types of interviews suggested by the management.
Highly structured interviews,
Non-structured interviews and
Moderately structured interviews.
Under the highly structured interview techniques, the interviewer mostly asked questions that he has prepared from before and has already decided that he would be asking a certain set of questions from the interviewee. They usually ask questions to determine the personality of the candidate. They use the behavior description interview, in which they inquire about the candidates’ achievements and any challenges they have faced e.g. ‘Please tell us about a time when you were under great pressure? How did you cope? What was the outcome?’ The content of the responses to the questions asked is then assessed by the interviewer.
Non-structured interviews as its name suggest are not pre-planned. In these interviews, an interviewer asks a question from the candidate after which depending n the answer of the interviewee, the interviewer asks further questions. A good example of such an interview would be situational interviews in which questions like e.g. ‘A person in your team is disrupting information. How would you handle the situation?’ are asked.
The moderately structured interviews are a combination of both the highly structured interviews as well as the non-structured interviews. They consists of both kind of questions that the interviewer must have prepared from before and may even ask any questions on the spot of the interview that have not been planned before. (Pynes, 2004).
The consequences of not fulfilling the ethical standards can prove to be bad for an organization as well as for the employee. Such kind of behaviors not only spoils the work environment but it also develops a bad image of the organization due to which the people feel reluctant to work at such work places.
The severity of the unethical behavior leaves its impact on everyone; however it may vary from one person to another. Some of the affects can be decreased work performance, increased absenteeism, retaliation from the person practicing unethical standards, defamation of character and reputation, loss of trust in environments and other type of people, high stress and support network weakens, etc. Besides this, there are also psychological and physiological factors such as loss of motivation and loss of confidence, etc.
My advice to the people who do not uphold ethical expectations is that maintaining ethical modes of conduct is essential and also likeable by the society. Therefore, every individual must practice fair means of conduct as it would be beneficial not only for them but also for the society.
Scott, G.G. (1998). Making Ethical Choices, Resolving Ethical Dilemmas. Paragon House Publishers, Paperback.
Pynes, J.E. (2004). Human Resources Management for Public and Nonprofit Organizations. (Jossey Bass Nonprofit & Public Management Series). 2nd Edn. Jossey-Bass.