Honesty is a Critical and Suitable Value in Laying Off and Hiring

Honesty is a Critical and Suitable Value in Laying Off and Hiring
Honesty is a critical and suitable value in laying off and hiring. It involves virtuous and connotes attributes that promote moral character. Hiring and laying off requires straightforwardness, truthfulness, and integrity. Honesty involves sincerity, loyalty, and trustworthiness (Colquitt & Zipay, 2015). Honesty is a critical aspect that every organization must consider during the hiring and laying off for employee satisfaction. The organization, through the CEO, should avoid any form of embellishment and adverse impacts on the company's image. Organizations must find high-quality candidates with unique talents to enhance goal achievement. Honesty between the recruiter and clients is also essential since it builds confidence and collaboration. Besides, honesty also benefits the recruitment consultants, the company, and employees. Whenever an organization promotes honesty, it enhances its brand and reputation, which is essential for growth. Honesty builds a strong relationship between the management and the employees (Blinklist, 2019b). Honesty is a two-way aspect, the employer and the employee should portray honesty in the hiring process or laying off. Besides, it improves authenticity and transparency, which positively benefits the organization. The paper addresses honesty in layoff and hiring and how it is portrayed in the company I work for.
Specifics of the Situation
Regardless of the different approaches my company uses to enhance honesty in hiring and laying off, honesty is a key concern. Due to such issues, it has become a problem to hire high-quality and talented employees. According to Hayes (2021), dishonesty inhibits the ability of the organization to hire quality employees due to unfairness. For instance, an organization would not comprehensively assess the employees' capabilities, leading to the recruitment of employees with low-quality skills. For instance, in my company, different stakeholders have raised different issues on the reliability and validity of laying. A significant example was during the COVID-19 period. During the emergence of the pandemic, the company reduced the number of employees. Besides, the laying off process was accompanied by dishonesty issues affecting the company's reputation. Therefore, based on the specifics of the situation, an alternative solution is essential, as provided by the CEO roles.
Handling Honesty and the need for Layoffs
As the CEO, honesty would be a significant element in the layoff and hiring process. There would be well-established and respectful communication to the employees regarding the layoff process. Besides, openness would be a significant aspect of ensuring a sustainable layoff process. A quick and fair laying offer enhances the trust of the remaining employees (Blinklist, 2019c). However, the company's productivity may also be impacted whenever trust is lost. It is essential to note that with adequate trust among the employees, it becomes easy to improve employee productivity. Fairness would be the key to a layoff by avoiding possible discrimination or laying off based on ethnic background. Lastly, the layoff would be based on the capability of the employees after a rapid evaluation and exa...