Ethics plays a crucial role in recruitment and selection because employees, if recruited and developed properly can be a valuable asset for the business.
Whilst most recruitment businesses operate with a high moral compass, there are some whose questionable practices have resulted in the recruitment industry being viewed with skepticism and consequentially, in job seekers being dissatisfied and in extreme cases exploited.
Some tell tale signs of unethical practices in recruitment agencies include the submission of CVs to positions without the prior consent from the candidate, those who do not interview or assess candidate suitability or those that choose not to join a reputable professional body which holds its members accountable. Worth noting – under no circumstances should a candidate pay for the services of a recruitment agency sourcing a role for them. It is an illegal practice for recruitment/employment organisations to charge job seekers to secure them employment.
Below are some considerations in ethical recruitment practices:
- Recruiters have a responsibility for acting in the best interest of candidates who are entrusting them with their future career, as well as businesses who are relying on them to find the best person for the opportunity in hand.
- Misleading job adverts and lack of information contribute to badly matched candidates moving into jobs that are not well suited to their needs and at a substantial cost to the employer. Section 20 of the CAP code lays clear employment marketing and communication.
- Interviewing correctly to ensure proper matching and treating all candidates equally
- Soliciting only the information that is necessary.
- Maintaining confidentiality on the use and storage of information.
People and businesses make critical decisions based on job offers. As recruiters, we facilitate life changing decisions. It is important to ensure the ethical practices of a recruitment business are in line with your own values and beliefs.
