Ethics in Selection & Recruitment

Ethics, an expression that has been widely acknowledged and esteemed in every phase of business is being overlooked in this complex, rapid & competitive environment. The term refers to a set of principles or standards that ensures guidance to the day-to-day business activities in accordance with the established corporate values. We all agree these Ethical practices act as a priceless guide in composing a strong-successful & healthy business environment, but how do we as professional HRs and Recruiters ensure its practice within our portfolios & functions? Staffing these days operate fast track and many of us fail to observe certain basic standards and resort to unethical practices, which could be legal though. This could be owing to the immense pressure from the business/hiring managers and recruiters tend to find quick fix solutions to meet the desired expectations Its is important to know, respect and follow few basic guidelines

Respect & understand the business requirements and value your customers (Hiring Managers, Candidates, employees or placement vendors) Ensure floating of a well drafted job advert with accurate job description including work location, travel possibilities etc Consider all job seekers equal irrespective of the job profile and avoid discriminations based on gender, age, origin, religious or political views. Ensure maintaining calmness in thick hiring drives; an impartial smile could help you handle the crowd better. Provide rational notice to candidates and interviewers on interview schedules & cancellations Respect job seeker limitations and concerns; value and address their queries genuinely. Operate on a Fair Competition principle Ensure proper job match is done prior inviting job seekers for personal discussions. Every human being has some capability or other. Respect what they posses, value their potential rather querying them on other aspects. Always communicate job offers in writing and explain on the opportunities available. And rely on relevant and job related information while making hiring decisions.

Ive come across an article on the web that highlights certain alternatives to unethical recruiting to fulfill talent crunch like promoting Internal Job Postings,

creation of a strong brand, short term trainings & Coaching to existing talents and promoting job rotations. Let's ensure emphasizing and cultivating these ethical practices within ourselves and focus in building a healthy hiring environment.

http://academy.entelo.com/recruiting-ethics-additional-sources/

Recruiting Ethics: Additional Sources

Ethics within human resources and recruitment has remained a sticky topic, especially within the last decade due to the Internet and more recently with the explosion of social media. Companies have embraced new tools and technology to help recruit and screen candidates faster than ever in an ever-growing competitive landscape. However, with these additional advanced tools available, there are increasingly more blurred lines of ethical responsibility. We have compiled a list of articles and post that discuss the common ethical and not-so-ethical practices within human resources and recruitment.

Ethics in Hiring The Ethics of Recruiting An overview of ethics in recruiting presented with a process to guide ethical decision-making. 5 Unethical Recruiting Practices That Will Sink Your Career - The five most flagrant recruiting practices defined. Ethical Decision-Making in Manager Hiring Processes This post considers ethics related to hiring manager decisions including job advertising, transparency, selection process and social media. Ethics in Human Resource Management SHRM PowerPoint learning module of 4 lessons in HR ethical principles which includes 5 case studies. Corporate Recruiting Ethics: An Ongoing Threat - A look at corporate recruiting ethics as is related to external recruiting firms.

Ethics in Recruitment and Selection Slideshare presentation of whitepaper that discusses ethical issues found within hiring processes. Ethics of Lateral Hiring - Research paper that discusses the ethics around lateral hiring (poaching). Moral & Ethical Issues in Hiring - Article outlines various ethical and moral issues in hiring, including discrimination, illegal immigrants, phony job postings, and wage factors.

Social Networking Ethics Recruiting, Reinvented: How Companies Are Using Social Media In The Hiring Process - Forbes Q&A with Chirag Nangia, CEO of Reppify, discussing issues employers should be aware of when using social media information in the hiring process. The Ethical Challenges of Social Media - This Briefing aims to raise awareness of the ethical challenges social media presents for companies and considers good practice in providing guidance for employees on its use, whether for business or personal use.

Social Media Puts HR Ethics Under the Spotlight - This post highlights some of the pitfalls recruiters and HR professionals should be wary about regarding using social media to recruit and screen candidates. Employers Use of Facebook in Recruiting - A whitepaper outlining the use of Facebook in recruiting including misuse scenarios and a case study. Using Social Networking Websites for Hiring Decisions: Legal and Ethical Considerations - A whitepaper released by attorneys, Peter G. Smith and Whitt L.Wyatt discussing the legal and ethical considerations related to using social networking sites for hiring decisions; Facebook, LinkedIn, Myspace, Blogs, and Twitter. 37 Percent Of Employers Use Facebook To Pre-Screen Applicants, New Study Says - This post highlights the survey and presents some questionable practices that companies use to screen job applicants. Facebook Can Tell You If A Person Is Worth Hiring - Forbes article on using Facebook to predict how a candidate will be on the job as based on the Journal of Applied Social Psychology study How Companies Use Facebook to Hire and Fire Employees Article and infographic on how employers are using social sites to hire or fire employees based on finding positive and negative content.

http://www.ere.net/2004/04/21/the-ethics-of-recruiting/ Ethiics in recruiting

Recruiting has a fairly bad reputation. It is often spoken of as a profession where people stretch the truth, promise what they cannot deliver, and act only in self-interest with candidates. Candidates tell stories about recruiters who were initially friendly and helpful, promising them assistance in negotiating for a position, and who then quickly ignored them when the client did not express interest. Some recruiters tell candidates the offer is in the mail or that the hiring manager has decided to make them an offer, only for the candidate to find out later that no offer is coming. Others badger candidates into revealing private information or ask candidates to give them the names and even email addresses of seniorlevel executives or other key persons in their organization. In most cases the behaviors are not illegal, but they cause candidates to look at an organization as an institution that cannot be trusted. The fact is, most recruiters are ethical. But we all must take care to ask ourselves what ethical recruiting looks like. We need to know what the proper ethics for recruiting are, how an organization or an individual establishes values around recruiting, and how to determine what ethical recruiting might look like. Where Ethical Issues Occur There are specific areas in recruiting where most ethical issues arise. These include how a position is represented to a candidate, how candidates are located, and how interviews are conducted. Unlike the medical or legal profession, there are no generally accepted values or ethical guidelines for recruiters. Some organizations have established their own guidelines and may even publish those on their websites. Written guidelines may help us do the right thing, but even without them there are some behaviors that we would call more ethical than others. Before we lay out some guidelines for ethical recruiting, lets define more tightly what we mean by values and ethics. What Are Values and Ethics? Dr. Tom Shanks, an ethicist at Santa Clara University in California, provides the following definitions. Values are the deeply held beliefs that guide attitudes, actions, and the practical choices we make. Ethics, while similar, are the specific standards and principles for how we ought to act. Ethics define our moral rights and duties, and involve a commitment to doing the right thing. Ethics are not religion or feelings. Neither are ethics laws or legal requirements. In all aspects of our lives, the ground floor is the legal one. First of all, we must follow the laws. By that measure, we need to recruit fairly and make sure that no one is adversely impacted by the practices we follow. We cannot discriminate, ask candidates personal information that has no bearing on the job, and so on. But following these laws is not enough. Ethical Decisions We all find ourselves having to make decisions all the time. Should you tell a candidate that the organization is doing poorly financially? Should you disclose that the hiring manager has a very high turnover rate, and that you have helped her fill this position several times over the past few years? Should you call a company and misrepresent yourself to get the name or position of a key potential recruit? Should you use the proprietary email list you are offered by a candidate? Should you misrepresent the position in the discussion with a candidate by stretching the scope or authority that the position will have? The list of these situations or ethical dilemmas could go on and on. I am sure each of you could provide me with a dozen of these, but the real issue is how you go about deciding what to do. Tom Shanks has developed the following process, which youll find very helpful in guiding your own ethical decisionmaking. 1. Start by following the law. As mentioned above, at the base of any action there has to be a legal foundation. However, many recruiting issues are far removed from the law. Some issues are in the gray area of the law actions that, while not absolutely illegal, are ambiguous. In those cases, the remaining steps in these guidelines can help you.

2. Learn all you can about the situation and put yourself in the shoes of all the stakeholders. What will your action do to each of them? Ask yourself what each person has at stake in the process. 3. List and then evaluate your most likely courses of action. There will most likely be two or more possible ways you could act, and choosing the right one is often not easy. The following questions can help guide your decision-making:

Which action will cause more good than harm to all the stakeholders? Which action treats everyone with dignity and respect and upholds the candidates rights? Which is fair and satisfies your duties? Which is best for the organization as a whole? Which decision will best advance the values of your organization?

4. Decide and test. Whose interests are you satisfying and why? Does your reasoning stand up? Always talk over an ethical decision with someone you trust and can confide in. Ask yourself what would happen if the decision became the universal one and everyone else were doing it. Would someone be hurt by your decision? Would someone who was hurt by the decision at least understand your reasoning? You can even think through how you would explain and justify your decision to someone close to you perhaps your spouse or mother or father. Would they understand and agree with your decision? 5. Finally, make your decision, act and then follow up on your decision. Ask yourself after the decision is made whether or not the result was what you expected. Ask yourself how others reacted to the decision and whether all the stakeholders felt the decision was good. Ethical decision-making is not black and white. In many cases, we are deciding between two actions that are both almost equally right. The essential requirement is to talk about the issues you run into with others in our profession. Work through appropriate actions with your colleagues and be the one to start the dialogue. In the end, all of us in recruiting have to ask ourselves whether we are being true to our own core values and beliefs; whether we do more good to ourselves, our candidates, and our clients than harm; and whether we are acting fairly and treating others with respect. Acting and thinking ethically is not always easy or without ambiguity. But acting ethically is the only way to build and maintain your reputation and integrity which are the central ingredients to long-term success.

http://www.basearticles.com/Art/1190038/284/Importance-Of--Ethics-In-Recruitment-AndSelection.html

Importance Of Ethics In Recruitment And Selection

Ethics have prime Importance in every area of human life. Business is one of them. In other words ethics is principle and standards which guides business to operate everyday business actions according to the corporate values. Conducting business can help business with variety of activities like, business goal, organisational integrity, policies and activities. Respect, trust, responsibilities, honesty and complete pursuit of perfection are the core ethical values.. What is recruitment?

Recruitment is step by step process organisation under take to invite candidate for new positions occurring in the organisation.. What Followed by the candidate What
recruitment process,

is

Selection?

selection is process to select most eligible/suitable for the job.. is Ethics?

In accordance to Recruitment and Selection (hiring-staffing) ethics is designed based on couple of things and the people who are involved in the process. The persons involved in hiring decision are jobs searcher, recruiter and the hiring manager.. Ethical issues can take place in Recruitment Process. The organisation constitute workers who need reverence as people. Job insecurities can result into stress and tension and which can cause employees lack of concentration and creates mistakes and accidents.. When organisations turn into complex with smaller number employees, legislative obligation becomes more critical to maintain psychological well being of employees..

Legislative requirements can include; EEO Legislation,Business is one of them. Positive Action Legislation, Employees Compensation Acts and Policies and so on.... Discrimination in recruitment can cause obstacles in the progress of women or old people as well as one coming from minority background.....