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Excluding the Right Employee

Introduction and Alignment

Having previously examined leader character, integrity, and the effect of ethical dilemmas, this assignment will look at best practices for hiring the right employee by studying techniques that are sure to result in hiring the wrong employee.

Upon completion of this assignment, you should be able to:

  • Identify questions that can (and cannot) be asked during the application and interview process.


  • Bible
  • Textbook: Essentials of Business Ethics
  • Website: U.S. Equal Employment Opportunity Commission
  • Website:

Background Information

In a classic masterpiece of satirical Christian literature called The Screwtape Letters, C. S. Lewis delivered his message with a demon known as Screwtape, advising the junior demon, his nephew Wormwood, on ways to persuade their human victims in a variety of ways to follow the Devil and flee God. If you are not acquainted with this work, take a look at the websites to read the first letter and for a more animated perspective.

In Matthew 7:13-14, you read about two very different ways people try to access eternal life, one known as the narrow gate and one the wide gate. For wide is the gate and broad is the road that leads to destruction, and many enter through it. But small is the gate and narrow the road that leads to life and only a few find it. Clearly, Screwtape and Wormwood held the key to the wide gate! Let’s use a variety of ways to share Christian principles as we learn to share best practices for hiring new employees.


  1. Review Chapter 3 in Essentials of Business Ethics.
  2. Using OCLS, research the creation of ethical interview questions and:
    1. Specifically review the U.S. Equal Employment Opportunity Commission website at
    2. Find and include searches of an employment law website such as FindLaw, freely available at
  3. Navigate to the threaded discussion and respond to the following:
    1. Create a list of five questions that cannot legally be asked in a job interview.
      1. Each question should be one that a manager not familiar with the law might consider appropriate to ask in a job interview.
      2. For each question, determine why the question is not legal.
      3. Provide a detailed evaluation that demonstrates clear, insightful critical thinking.
    2. For each of the five questions, examine the logic behind creating each question, a description of the types of people they will exclude, and the applicants likely to pass to the next phase. Provide a detailed evaluation that demonstrates clear, insightful critical thinking.
  4. Your initial post should be 200 to 300 words in length and include two academic resources that are properly cited.
  5. Your initial post is due by the end of the fourth day of the workshop.
  6. Read and conduct a critical analysis of postings by two of your classmates by the end of the workshop.
    1. The topic of your discussion response should be your classmate’s posting and should be written as if you were reviewing his or her posting in an academic journal. Your discussion response should therefore answer the following questions as applicable:
      1. Were the arguments of your classmate articulate and logical? Were the facts correct?
      2. Was the interpretation your classmate provided reasonable and consistent with experts in the field? Was your classmate consistent with both the substance and intent of his/her references?
    2. The focus for your critical analysis is not whether or not you agree with your classmate, but how well his/her position was presented.
    3. Each response should be at least 200 words in length and cite two academic sources. (Note: the academic sources do not count towards the word length requirement.)

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