ETHICS IN

RECRUITMENT

By-

Moti Verma

Neha Kaushik

Megha Varshney

Manisha Madhur

Prabha kumari

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INTRODUCTIONHuman is the most important resource to

an organization. Issues associated with human resources occur as a result of employees working together. These issues are by far the largest category of ethical dilemmas in business.

Recruitment or hiring process is the first step in selecting human resource into an organization, and will significantly influence the successful performance of the organization.

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Ethics plays a very important role during the recruitment of new employees. Law and regulations dictate that we have to be ethical in hiring. However, ethical hiring practice goes beyond them as well.

It has been widely reported by many researchers that ethical hiring practices actually result in better employees being recruited.

It is therefore important that sound ethical rules are followed when hiring a new employee.

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ETHICAL RULES TO BE FOLLOWED BY AN ORGANISATION WHILE

RECRUITING

It is of vital importance that candidates are to be selected based on merits. Applicants are to be hired based purely on merits such as knowledge, skills, and ability in accordance to the needs of the organization.If a company provides any special considerations, for example affirmative action, where certain groups are given special considerations, these considerations should be well stated in the company's policy statement. In any case, any preferential treatment should be one that is legally allowed.  

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While preferential treatments to certain specific group may be allowed, there should be no discrimination to people from any other group due to race, religion, gender, marital or even pregnancy status. Consistency and objectivity during the recruitment process are very important.Criteria, including any changes in the criteria, used for evaluating candidates should be stated and explained to order to avoid unnecessary claim of biasness in the recruitment process.  Objective evaluation results in the best employees being recruited while consistency ensures high morale among employees.

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When we recruit new employees, we should tell the applicants about the true state of the organization. We should not mislead the applicants. In particular, the applicants should be told all pertinent information, including those information that are not publicly known but that will materially affect the new employee's future employment prospect with the organization

EXAMPLEWe can learn from the case involving Phil McConkey.

Phil McConkey was recruited but he was not aware that the company was in the process of being taken over by another entity.

One year after joining the company he lost his job with he new company.

He sued the company for with-holding important information from me during the recruitment process.

 He won the case and was awarded $10 million.

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ETHICAL RULES CONTINUED…….

We should never place misleading job advertisement in order to get applications if we are offering a job contract different from what we advertised for. For instance, if we want to engage independent contractors instead of normal salaried employment.  The reason why we choose to engage independent contractors is that we do not have to be burdened with high salary cost for employees that are not competent, but we are willing to compensate employees according to performance. We should always state clearly our terms of employment.In any case, we do not want to be accused of any job scam.

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We have to be extra careful when we are recruiting employees from organizations that have material dealing with us include our suppliers, customers and competitors. If we are not careful ethical issues very damaging to us can arise.When we employ somebody from our suppliers, the suppliers may feel that we have unethically poached their good employee. After all, it is through the working relationship we have with the suppliers that we can to know the quality of this employee.When we employ somebody from our customers we can be accused of returning favor to that person. This rule applies especially when employing a former senior government employee that has an influence on the awards of contracts to an organization like yours.

EXAMPLE

 The case of Ms. Darleen Druyun at the Department of Defense and Mr. Michael Sears at Boeing is a good illustration of the importance of such a rule.

In this case, employment favor was apparently granted by Boeing in exchange for favorable consideration for the awards of contracts by Department of Defense.

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ETHICAL RULES CONTINUED…….

Also, be careful not to employ former government employees for the purpose of lobbying for contracts from their previous government departments. At least, do not do so within the first two years of the employee leaving the government service.It is also not very wise to employ somebody from our competitors because we can be accused of stealing trade secrets from our competitors. If that employee can pass on his previous employer's secrets unethically, what is there to sop him from passing your trade secrets to others?

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CONCLUSION

Fostering the perception of fairness in the processes of recruitment and hiring of people•Formal procedures•Interpersonal treatment •Providing explanation