While applying for a job on a computer in a company’s employment office, an applicant made a statement to an office staff member that there was a sticky substance on the keyboard. Later that day, during an on-site interview, the same applicant complained that a rash emerged on his fingers from the sticky substance. At the end of the day, the applicant was not hired because of his background and screening process revealed criminal charges two years ago. Instead, the hiring manager selected a different applicant who more closely matched the needs of the position and passed the background screen. Before leaving for the day, the applicant who was not hired filed a grievance with the HR manager claiming he has not been hired because he complained during the interview of an unknown substance causing a rash on his fingers. Upon investigation, the sticky substance was identified from the observation camera to be strawberry jelly from the applicant’s sandwich eaten at the desk just prior to completing the application.
After the sticky substance was identified as jelly from the applicants sandwich, which action should the HR manager take to prevent a re-occurance of this situation?
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