TechWhirl (TECHWR-L) is a resource for technical writing and technical communications professionals of all experience levels and in all industries to share their experiences and acquire information.
For two decades, technical communicators have turned to TechWhirl to ask and answer questions about the always-changing world of technical communications, such as tools, skills, career paths, methodologies, and emerging industries. The TechWhirl Archives and magazine, created for, by and about technical writers, offer a wealth of knowledge to everyone with an interest in any aspect of technical communications.
Two questions come to mind that haven't popped up in the responses so far:
1. Have you talked to the folks in the HR department? They can advise you on
the legalities.
2. How superior was this candidate to your second choice? If this candidate
was unquestionably superior in all ways, you as a manager should probably
call the candidate in for a final interview and put it bluntly to the
candidate that his/her viewpoint would be in the minority within the
department and that you've already advised your team that from this point
forward political discussions on company time are out of bounds. Then ask
the candidate if he/she could respect and adhere to that restriction in the
workplace. The candidate's answer will tell you if you should offer the
candidate a job.
I've worked any number of times with colleagues who have political
viewpoints diametrically opposed to my own and I generally just keep my
mouth shut and do my job. I can still be close friends with and work with
someone I disagree with.
Mike
--
Mike Starr WriteStarr Information Services
Technical Writer - Online Help Developer - Website developer
Graphic Designer - Desktop Publisher - MS Office Expert
Phone: (262) 694-1028 - Tollfree: (877) 892-1028 - Fax:(262) 697-6334
Email: mike -at- writestarr -dot- com - Web: http://www.writestarr.com
----- Original Message -----
Forwarded anonymously on request. Please respond on list--
The interviewing team were exchanging
gratified smiles till we took the candidate for lunch.
The contrast in views couldn't have been any greater. And the person was
not the least bit reluctant to express them either. Like it was a given
that no one could ever disagree with those opinions. (Did I tell you our
team all fall into the same side of the political spectrum?) The visible
strain the team was under to keep the situation from sliding to an Al
Franken date with Ann Coulter would have made me smile if I was not
under the same strain.
The question is, would it be ethical to deny employment to a person
(otherwise eminently qualified) based on his/her political views, though
the real reason is never mentioned? On the other hand, is a new person
(however well qualified) worth the possible disruption (97% possibility)
to the sense of good will in the team?
Create HTML or Microsoft Word content and convert to Help file formats or
printed documentation. Features include support for Windows Vista & 2007
Microsoft Office, team authoring, plus more. http://www.DocToHelp.com/TechwrlList
True single source, conditional content, PDF export, modular help.
Help & Manual is the most powerful authoring tool for technical
documentation. Boost your productivity! http://www.helpandmanual.com
---
You are currently subscribed to TECHWR-L as archive -at- web -dot- techwr-l -dot- com -dot-
