Is it a good idea to send a candidate to a casino for a project?

Peggy UH in LA · March 2004

Need an answer fast because the candidate is here! One of our directors who is looking for a replacement for him to travel so he can stay home with his new baby has brought in a top-notch candidate. We offer consulting services in telecommunications and information technology so the person has to be able to think "outside the box" to come up with proposals and solutions to problems. He wants to send this guy to our 4 casinos tonight, provide him with a laptop, and have him come up with a proposal for tomorrow for one of the casinos. I told him from an HR and legal standpoint, not a good idea. He did graduate in the top 1% of his Westpoint class and directed logistics in Bosnia, so he is not an undisciplined person, but every candidate he has for this job may not be as disciplined. Any thoughts?

Parabeagle · March 2004

I'm sure that if there are any other liability issues, someone will pipe up with them - my only immediate concern would be the fact that you are, essentially, asking him to perform "free labor" for you while you are determining whether you want to hire him. That concerns me to a degree. Other than that it seems like a big version of some of the "inbox exercises" that were used to assess candidates years ago - and those were perfectly legal, as I recall.

Peggy UH in LA · March 2004

Not trying to get free labor! Bringing in a candidate for 2 days, airfare, hotel, etc.; we can walk next door to the casinos. This person would be traveling all over the country representing our company. We have had a couple of employees with M.B.A.'s who were smart and looked good on paper, but just didn't seem to understand what we do. He wants to see if they can come up with a concept within the confines of what we do at our company. My concern was (1) moral or religious issue - obviously, if he has a problem with it, we say "we understand and respect your stand." and try to find another concept; (2) if he avails himself of the free liquor and gets in trouble or an accident, then we could be legally liable; (3) consistency - does it mean we have to have every candidate for this position who comes here do the same thing. Can a candidate who objects to doing this on religious grounds and doesn't get the job have a legal reason for a suit? (I know you don't have to have a viable reason for any suit these days, but would he have a chance of winning?)

Balloonman · March 2004

Why don't you hire him as a consultant for the first job. Let him know you will hit him with a 1099. If it all works out then you can move forward with hiring him.
My $0.02 worth.
DJ The Balloonman

AluminumBoy · March 2004

Ditto on BalloonMan. Everyone gets what they want.

ray a · March 2004

We just did exactly that when we hired our new director of manufacturing. Worked out well.

Hunter1 · March 2004

I like the idea of the consultant concept, but question its legality. Aren't you really saying you have an independent contractor situation? I doubt the person would qualify as an independent contractor. Does he/she have other clients, is there a chance for profit/loss, do you control the method of accomplishment, all the other questions? I think you're hiring an employee right from the start.

Parabeagle · March 2004

I would suggest that you submit all candidates to the same evaluation process in order to get a valid apples-to-apples comparison of their performances. To some of your weightier questions, if they have any moral or religious compunction about your business, they probably won't even make it to the door of the casino - they'll let you know right away. If they avail themselves of all the free liquor and gets in trouble or an accident, you've accomplished a couple of things: One, you may get sued (the bad news) and, two, you know that he's probably not the candidate you're looking for.

But, again, I would make all candidates go through the same fire drill if you want to be consistent with your selection.

Whatever · March 2004

Do you have a job description. If so, and if includes the fact that the person must work at Casinos etc., then give the applicant the description and ask if they can do the job.

JM in ATL · March 2004

A day late, I know, but I thought I would add something to this...

I don't exactly agree with subjecting ALL candidates to the "project". It is part of the interview.

If a candidate isn't qualified, or doesn't do well in an interview and you KNOW you are not interested in the person, then why would you have them go through all of the trouble of visiting the Casino and come up with a "concept".

I only bring people back for a second interview that I was impressed with on the first interview. And then they get sent on even further from there.

I don't think they are looking for free labor either, but I do agree that if you use the concept created the candidate should receive some type of compensation for it.

I have a ton of presentations in my office right now from a position I am interviewing for. As far as I am concerned those presentations are the property of the company and I can do what I see fit with them. And, they were part of the interview process and done on a candidates free time. Having a candidate prepare an educated presentation for the company is not out of line and I recommend it.

As far as religious or moral standpoints, do the candidates not know you are a casino when they come to interview? That is a question that should be addressed up front, leaving morals and religion out of it, but ask, we are a casino which caters to gamblers and alcohol drinkers, can you with or without reasonable accomodation perform the job in this enviornment? Anyone who LIES and says yes, and then tries to come back later will pretty much be out of luck b/c they LIED! (I don't like liers).

Anyway, a novel later... you said the candidate was there yesterday. What did you decide?

Peggy UH in LA · March 2004

Some of you missed the point - WE are not the casino. We are a telecommunications and information technology consulting firm. The project was for the candidate to go into one of our casinos as there aren't that many businesses at night open to come up with a project. We discussed the possibility of the candidate using the hotel in which he was staying and/or a casino hotel to come up with a project. I thought that was okay; I wasn't in favor of telling him to go to a casino that plied free liquor and then if something happened we would be legally liable plus the moral/religious issue. This could not be a consulting or Ind. Contr. position as it sometimes takes weeks/months to finalize projects. This was the second interview; first was in the candidate's city. Anyway, he did feel him out about casinos (he had been to Vegas and Atlantic City); left him the project in his hotel with a laptop after checking with the CEO on his idea (and did tell him my reservations); CEO told him it was worth the risk. Haven't heard from them this morning - they were having a breakfast meeting outside the office first. I didn't get a call during the night and no message so assume everything is okay. Thank all of you for your input.

Is it a good idea to send a candidate to a casino for a project?

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