Candidate's Spouse Working With Your Company's Close Competition - CiteHR
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DON'T EMPLOYE THAT PERSON, It is not good either for company or that person, since you already know that his wife working with your competitor. If in future any things happen wrong obevisely you suspect the person. It is also not good for his family relationship (Husband & Wife).

Dear P S Dhingra,
Thank you for your inputs.
Per me, I found Maithili to be an young HR professional like recruiter/HR executive. Thus, consulting her senior with her stand, always helps in taking the right decision at best interest of their organization. I had mentioned various titles to consult with as I'm not sure of the size of the organization she is working with.
Once again, I thank you for your honest inputs. Would you please share your contact details (e-mail and phone) to me at . I would love to be in touch with such highly experienced people for advice.

dear maithili
normally in practice no recruitment.
it is better for both the parties. This will avoid many future complications. The candidates may be sincere and honest, but always the fingers will be pointed on them and some people may take advantage of this.
so don'rt hire

Dear Kumar,

Thanks for your clarification and asking me to share my contact particulars.

I don't think Maithili would not have contacted her seniors, if any, before putting her query on this form, provided her's would have been a big organisation. Either she would have been a single decision maker in HR functions or her seniors would just have given a vague and evasive reply like, do as per the HR practices or consult some other sources also.

My experience says, where the seniors are egoistic types or have shallow knowledge, they won't like to guide their subordinates in a proper manner. As an example, while I visited a unit of a very big organisation for the purpose of internal audit, I saw one Dy. General Manager scolding her Chief Accounts Officer, "I don't know, do this some how or the other", when he asked her how to tackle some problem which was of the jurisdiction of even that DGM. In fact, I was fully aware that the lady was more a damager than being a manager, while the Chief Accounts Officer was a sinsere executive.

You can understand well that when she herself did not know how to do that, she should not have acted like a dictator. She should have told her subordinate to consult some one else by giving any plea.

It is a fact that nobody can be perfect in every sphere of his/her duties and responsibilities. Some times it can be a situation for the questioner that he/she may not have been in a position to show his/her ignorance on a particular matter before his/her seniors and prefer to bring his/her problem before us taking us as friends, before expressing her views before the higher ups.

So, if some one approaches the community here, we must, as per our abilty, guide him or her properly, irespective of whether he/she would have consulted or not his/her senior.

Hope you will agree with my view points.

About my contact particulars, as desired by you, thae same are being sent through email.

With good wishes

P S Dhingra
Vigilance & Management Consultant
Dhingra Consultancy Group
New Delhi

Dear Dhingra Sir,
First of all thank you so much for enriching my knowledge by your experience. i agree this thing that being a HR executive we should have risk taking capability as well. We can put all the terms and condition as well like NDA but it might be possible 1 in 100,that the employee might disclose the secrates to his spouse ,as we all are emotional and moreover now a days we have a talent pool so we can find another competent person whom to we can rely more.
according to me safe play is much more suitable.


I can feel your dilema. I suppose if you are a student you will have trouble reaching the best answer or you can give a number of options if it is so required in your assignment ( I have no problem with you being a student or an officer seeking your CITEHR community's help). In a managerial hiring position however, you will need one solution "to hire" or "not to hire".

I have more than three years experience in recruitment and I have encountered such issues. If you are a hiring manager, your primary trepidation may be coming from the idea that your new recruit will soon be sharing vital information with their spouse. think abit outside the box. If you instead conduct another three recruitments and you end up with the same dilema each time, ask the question will you ever fill this important position or will you end up with the second choice candidate. In recruitment we should eandevour to take the first choice as in our judgement (based on expereince and a thorough exercise), they are the person that fit the profile.

Talking of thinking outside the box, focus your solution on systems rather than the human being (or percieved/anticipated human behavior). You could hire the individual, but have in place systems that are designed to alleviate your fears. You could have a policy on confidentiality that spells out severe punishement including prosecution. You can have this discussion during an orientation and tell the individual the requirments of confidentiality and information sharing, you could have reward systems that make it useless for the individual to want to divulge secret information to their spouse. You have a range of choices and you can do your own academic research (read books, websites etc) in order to see how to avoid the situation you are scared of.

I particularly do not blame those who say DO NOT HIRE. We all think out of a paradigm of mistrust based on how we have seen the society we live in, and so we seek "quick fix" solutions as Stephen R Covey (7 Habits of Highly Effective People) would put it. These kinds of solutions give us the satisfaction of having solved the problem in the short term, but go back to the senario I gave about you having to redo the interviews three times. It is better to take the pain of designing such control systems to help us deal with the numerous similar problems that will come during our career or the lifetime of our employing organisation, than think of quick fix solutions. THINK ABOUT IT.

hi Maithili, Even I agree to Mr. Dhingra’s point of view becoz even your company can try take advantage of your employee’s spouse who’s working with your competitor.
Dear Anchal,
It all depends upon the wisdom of the employer how he can take advantage of the position of the candidate vis-a-vis the spouse working in competitor company.
In fact, most of the replies to problem indicate that the same were made with the presumption that the company has been able to detect the drawback, while my presumption is that the candidate himself/herself would have revealed the information honestly, as nobody can even think about the candidate's spouse to be working in some competitor company. The companies mostly try to verify the particulars about the candidate, last employment, salary, etc., before giving offer to the candidates, and some times even after the candidate is employed due to any urgency.
So, visionary attitude is a must to be employed by the managemet executives, rather than narrow momentary approach.
P S Dhingra
Vigilance & Management Consultant
Dhingra Consultancy Group
New Delhi

For this sake He may not be ignored
One knew lot of people working in different companies sometimes they are too much close and other time not. This risk is alsway there, but the question is how much loylaty of your employee you win. It can also happens that the person you employ may use the secret of other company for the benefit of his Company. Though I do not feel it ethical.

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