Abstract
It is widely believed that preferential hiring practices inevitably result in hiring less qualified candidates for jobs. Indeed, this follows analytically from some definitions of “preferential hiring” (e.g. George Sher's). This paper describes several preferential hiring strategies that do not have this consequence. Sher's definition is thus shown to be inadequate and an alternative definition is proposed.
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Michael Philips is professor of philosophy at Portland State University, and a visiting professor at the University of British Columbia (1989–91). His articles in ethics and applied ethics have appeared in Mind, The American Philosophical Quarterly, Ethics, Philosophical Studies, The Philosophical Quarterly, The Canadian Journal of Philosophy and other journals. He is currently completing a book on ethical theory.
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Philips, M. Preferential hiring and the question of competence. J Bus Ethics 10, 161–163 (1991). https://doi.org/10.1007/BF00383620
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DOI: https://doi.org/10.1007/BF00383620