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Lindsay Lohan as Victoria Gotti: Is it Ever O.K. to Take Hiring Risks?

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by Taylor Korsak

Pop Quiz:

Of the following people, who do you hire for the job?

  1. A 24 year old woman with a drug and alcohol problem, battling a felony grand theft charge.
  2. Normal person
  3. Normal person
  4. Normal person

Probably not A. – unless you’re a filmmaker.

Lindsay Lohan popped up at Tuesday’s press conference for John Travolta’s new movie “Gotti: Three Generations” and is apparently in talks to play the late Gambino crime family boss’ daughter, Victoria Gotti, according to the AP News.

I bet you think I’m going to be really hard on Lohan, but I’m not going to do that.

Over the summer of 2010, I saw Robert Rodriguez’s Machete with Danny Trejo and Lohan who played, most memorably, the “nun with a gun.”

She’s not bad at all! I think her highly publicized bad behavior (which is so publicized, I’m skeptical of its truthfulness) has had a positive impact on her acting ability, even with what little we have seen.

So, despite such negative press coverage of Lohan which has arguably depicted a shadow of a human being, would producer of the Gotti biopic, Marc Fiore, be in the wrong hiring Lohan for the role?

I think Lohan would do the role justice– considering both Victoria Gotti and Lindsay Lohan had/have weird dads!

No but seriously…

I guess what I’m trying to measure here is flexibility in hiring. It’s true Ms. Lohan has been dealing, almost consistently, with heaps of problems – but does that make her unfit for the role?

For instance, all jobs have well-defined requirements and many job candidates are either clearly fit or unfit for the job, but what happens when the right decision isn’t so obvious?

Let’s say you have two recently graduated candidates for a development role at your business. One’s GPA is too low but has a lot of experience and an excellent portfolio, while the other has a 3.9 GPA, but less experience and, as a result, less proven talent.

I don’t know about you, but I’d have more confidence in the former.

Drugs and alcohol problems are always a deal-breaker, but HRIQ is interested in how hiring managers may alter requirements/expectations based on particular roles.

I know the idea is to lower the percentage of risk, but what chances are HR managers willing to take?

Feel free to post your thoughts in the comments section below.


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