Should Fred Hire Mimi Despite Her Online History?

In this case We Googled You, googling prospects before hiring often takes name in many companies. Sometimes pots online histories revealed by googling bear on 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 bounteous 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 floor.Hathaway Jones needs creative employees like Mimi who can renovate the image and proceeds line of the company. Fred knows that the brand image of the company is getting old turbulent according to the firms market research. However, the Vice President of HR, Virginia Flanders googled Mimi and lay out her online information related to protest activities against China. She opposes hiring Mimi because Mimi migh t get the company into a trouble in the future. If Fred hires Mimi, the company forget have a attraction who is aggressively creative further potentialityly 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 spill the beans 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 well-nigh her past protest involvements and how those views have changed rather than making a ideal 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 watercourse point of view on the online. Executives who take responsibility to hire employees should present more attention to candidates potential job abilities than focusing too more 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 challenger will be a catastrophe to Hathaway Jones because of her potentials.He cannot realize his manque plan to expand on Chinas luxury goods market with only lot who always play safe. John G. Palfreys article, Should Fred call Mimi Despite Her Online History (p. 42), says that there is no reason to fear speech Mimi in based on the results of a Google search. Legal issue whitethorn arise only if Hathaway Jones discriminates against Mimi. Palfrey argues that if CEOs ar looking only for people who are total saints, then whitethornbe 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 young g reat candidates. The young multiplication called digital natives handle 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 suffer from a privation of leaders in the future. Coutu, D. (2007) We Googled You. Harvard disdain Review, pp. 37-41. Palfrey, J. (2007). Should Fred Hire Mimi Despite Her Online History? Harvard Business Review, p. 42.