Should Fred Hire Mimi Despite Her Online History?

In this case We Googled You, googling chances sooner hiring often takes place in many a(prenominal) companies. Sometimes peoples online histories revealed by googling affect hiring decisions of employers. Fred Westen, the CEO of Hathaway Jones, a luxuriousness appeal retailer, is looking for a candidate who can lead flagship stores successfully in chinaw atomic number 18. Fred met Mimi Brewster and thought that she fits the position because she had grown up in China and she speaks both mandarin orange tree and a local dialect. Mimi graduated from Berkeley University as a cum laude, and majored in advanced(a) Chinese score.Hathaway Jones needs creative employees ilk Mimi who can renovate the image and harvest-time line of the high society. Fred knows that the brand image of the partnership is getting old fast correspond to the firms foodstuff research. However, the transgression President of HR, Virginia Flanders googled Mimi and found her online education associate to protest activities against China. She opposes hiring Mimi because Mimi might get the confederation into a trouble in the future. If Fred utilises Mimi, the company give piddle a leader who is aggressively creative but potencely risky.On the other hand, if Fred does not remove her, the company can avoid the authorisation risk but miss a great candidate. Should Fred hire the candidate? From my perspective, Fred horse opera 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 light up her topographic point of view about her erstwhile(prenominal) protest involvements and how those views have changed rather than make a judgment only from digital information. Online information can be easy falsified so it is important to clarify the situation.If her opinions toward China have changed in positive ways, potential risk can be outback(a) by posting her current point of view on the onl ine. Executives who take function to hire employees should pay more fear to candidates potential job abilities than focusing in addition much on an individuals online presence. Important hiring standards should focus on what they will do and how they can handle problems in the future rather than what they already did in the past. Freds instinct tells him that letting Mimi go to a competitor will be a catastrophe to Hathaway Jones because of her potentials.He cannot get wind his ambitious plan to expand on Chinas luxury goods market with only people who always quicken safe. John G. Palfreys article, Should Fred Hire Mimi in spite of Her Online news report (p. 42), says that there is no intellect to fear bringing Mimi in found on the results of a Google search. Legal free may arise only if Hathaway Jones discriminates against Mimi. Palfrey argues that if CEOs ar looking only for people who be total saints, then maybe they are hiring only uninteresting people at the end of the day. I agree that hiring standards of Virginia have to be revised.Otherwise, companies may miss unexampled great candidates. The young propagation called digital natives share much more information on the Internet than the older generation called digital immigrants, who have not plunged themselves into digital environments. If CEOs only hire people who do not have online histories, the companies will offer from a lack of leaders in the future. Coutu, D. (2007) We Googled You. Harvard Business Review, pp. 37-41. Palfrey, J. (2007). Should Fred Hire Mimi Despite Her Online History? Harvard Business Review, p. 42.