ARTICLE REVIEW

This article, which title is: Assessing for Ethics has been extracted from the Santa Clara University website. It was written by a freelance writer, Anne Federwisch and published in June 2006. This article mainly deals with the different ways to operate a good selection among potential employees by asking them questions about ethics. Dan Pracher, a business development manager for Development Dimensions International, an international human resources firm, who is interviewed, try to respond to this question. This article is structured in two main paragraphs: the first one is about how to ask the good questions; and the second one explains why it is better to ask several questions. According to Dan Pracher, a business development manager for Development Dimensions International, an international human resources firm, the best question which could be asked during a selection is about an old applicant’s unethical business reaction. The description of this past reaction will provide a better understanding of the applicant mentality, “Their ethical lapses become your company's ethical lapses”, says Dan Pracher, and that is why it is so important to know if an applicant will have the same ethical reactions than the company. The fact to ask for several examples during the interview of a company is a good way to “test” the applicant. By giving two or three examples of past unethical reactions, the interviewer can have a good representation of applicant’s behaviors. “The more data you have, the far richer the decision you're going to make”.

In my opinion, the fact to process by an “ethical questioner” permits to the company to make the good choice among all the applicants. Even if this kind of questions takes more time than a normal interview, it is necessary for the company and it really helps it to understand the behaviors of an applicant, to see if he has the same care about ethical business than the company. “Doesn't it behoove your