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We Googled You

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We Googled You
Shoud Fred Hire Mimi Despite Her Online History? In this case “We Googled You”, googling candidates before hiring often takes place in many companies. Sometimes people’s online histories revealed by googling affect hiring decisions of employers. Fred Westen, the CEO of Hathaway Jones, a luxury appeal retailer, is looking for a candidate who can lead flagship stores successfully in China. Fred met Mimi Brewster and thought that she fits the position because she had grown up in China and she speaks both Mandarin and a local dialect. Mimi graduated from Berkeley University as a cum laude, and majored in modern Chinese history. Hathaway Jones needs creative employees like Mimi who can renovate the image and product line of the company. Fred knows that the brand image of the company is getting old fast according to the firm’s market research. However, the Vice President of HR, Virginia Flanders googled Mimi and found her online information related to protest activities against China. She opposes hiring Mimi because Mimi might get the company into a trouble in the future. If Fred hires Mimi, the company will have a leader who is aggressively creative but potentially risky. On the other hand, if Fred does not hire her, the company can avoid the potential risk but miss a great candidate. Should Fred hire the candidate? From my perspective, Fred Western should talk to Mimi to explain her protest activities, and hire Mimi if the potential risk related the online history can be preventable. He should clarify her point of view about her past protest involvements and how those views have changed rather than making a judgment only from digital information. Online information can be easily falsified so it is important to clarify the situation. If her opinions toward China have changed in positive ways, potential risk can be removed by posting her current point of view on the online. Executives who take responsibility to hire employees should pay more attention to
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