Alright, this is a good question. Bottom line is that if, as the hiring
body, you don't care then ethics are irrelevant in your decision and you
do what you want. Ethics do not have to be the end all, be all of decision
making. And, it is also absolutely not the case that MVP's will always
recommend Microsoft software for their own personal gain.

You are exactly correct, you have final say about what you feel is and is
not relevant about your hiring decisions. But, this does not change the
situation that the MVP title is a real or perceived conflict of interest.
Of course it is, but whether or not you care is up to you.

> My company, Consolidated Widgets, Inc., has previously decided to =
> standardize
> on MS software at all levels.  When it comes time to make hiring =
> decisions,
> whether for FTEs or for conslutants, how should I proceed?  Let's take =
> the
> example of an Exchange deployment project. =20
> 
> First thing to be decided:=20
> Do I want a generic technologist?
> Do I want an unrelated technology guru?
> Do I want a Windows/Exchange guru?
> 
> Assuming I choose the last option:
> Do I want someone who has heard of Exchange and may be able to help with =
> my
> deployment after reading some books?
> Do I want someone who is an expert, and can demonstrate their expertise
> somehow?
> 
> The demonstration of the expertise is all that the MVP status is, IMO.  =
> You
> don't attain MVP status by sending in a bunch of cereal box tops, as one =
> can
> do to get an MCSE. =20
> 
> You whole premise is that an employee/conslutant with an MVP will
> automatically recommend technology from their masters *for their own =
> personal
> gain*.  I don't see this being the case.  If I'm hiring Ed (to use him =
> as an
> example) to help with my Exchange migration, I've already made the =
> decision
> to use that MS technology.  At that point, I want the best person I can =
> find
> and afford.  Why hire a consultant, if not for their knowledge?
> 
> 
> 

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