Ethical Issues in Recruitment and Selection

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Hello friends.

Come, now let’s talk about some “ethical issues that the recruitment professionals have to keep in mind while recruitment and selection.

The first one is “requiring candidates to pay for their services”.

Well, generally the recruiting consultants charge from the organization but there are many cases where they are also charging the candidates.

This is not a fair practice because if you are charging a talent when they are approaching you, this is not fairly good practice. And a lot of recruiters have condemned this practice in the recent past.

So, generally what happens is you cannot treat the candidate as a commodity. You have to treat them according to their talents and skills and you should not charge them for recruitment services…

Then, next, in a lot of cases, it has been seen that the recruitment professionals are altering the job description.

Well, yes, that’s exactly what you heard. Because what happens is, the job description that is given by the hiring manager is very plain and to the point. But to make it more lucrative, alteration is done which is not correct.

So, basically, the way you have received a job description, you have to retain it in the same form and convey it to the candidates. You cannot change anything in that job description. You can’t inflate the salary; you can’t inflate the compensation as well. If you do so, this is straight-up dishonesty. And this is very very unethical.

Now, apart from this, there are some other issues as well. The first one is “Altering candidate’s resume”. Many recruitment professionals sometimes alter the resume of the individuals they know and showcase them as they are fit for the job, which is again not correct.

Next is “presenting an expiring offer”. Now, here the recruiters create a take it or leave it kind of situation if you don’t accept the offer in a stipulated time, this offer is no longer valid. This is not a good practice because you have to give a sufficient period of time to a candidate to think about the offer and discuss it and then come back to you. You cannot display a limited-time offer.

The third one is “advertising non-existent jobs”. Many recruiters advertise non-existent jobs just to create their candidate database. People then apply for those jobs; all the applied candidates are rejected but the resumes are saved in the database of a particular recruiter. Based on that, the recruiter tweaks the number and represents it to their clients.

These issues tarnish the reputation of recruiters. So, kindly avoid these practices and it would be better for you if you ignore this malpractice.

With this, we come to the closure of this unit. I hope this was insightful for you.

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