Introduction
Recruiters today represent an essential part of the functioning of any organization, private or public. It is the quality of their work that determines the final efficiency and success of an enterprise. It is likewise becoming trendy to outsource such activities – some companies do not have their own HR department or prefer to use additional capacities when searching for employees. Since the main activity of the specialists of this department is tightly connected to working with people, in my opinion the Code of Ethics should be followed by both internal and outsourced recruiters.
Ethics Code in the Human Resources
Today there are a number of problems that are more peculiar to outsourcing recruiting firms. When performing work on personnel search for a company with the specifics of which the specialist is not thoroughly familiar, there is a risk of violating the Ethical Code of recruitment (Sebastian, 2020). Moreover, some applicants are not satisfied with the competence of the recruiter in the interview process and note unprofessionalism, more often when interviewing with intermediary firms (Danvila-del-Valle et al., 2019). It is definitely a violation of the generally accepted moral and ethical rules by the recruitment expert.
Undoubtedly, the Code itself was not formed without reason and should be equally observed by all employees involved in recruitment. Moreover, most of its points are related to universal norms of morality and are the norm for all members of society, regardless of position or position. These principles include respect for the value and uniqueness of each person, creating and maintaining an atmosphere of equality, cultural diversity, and non-discrimination of any kind.
It is commonly believed that internal company recruiters make far fewer mistakes because they have accurate knowledge of who is needed at a particular time. Furthermore, their experience in recruiting highly specialized specialists helps them in making decisions (Afshan et al., 2019). There can as well be noticed a lack of adherence to ethical standards in some internal HR departments. For example, there may be segregation of candidates by ethnicity or gender based on employees’ personal preferences or biases, which is a severe violation of the moral Code.
Some professionals in outsourcing companies do not pay enough attention to the requirements of both parties. In some cases, they attribute this to the specifics of payment and the inability to delve into the activities of each of the many clients (Sebastian, 2020). For these reasons, a competent applicant may be rejected, or an applicant without the right specialization will be recommended for hire, contributing to reduced company profitability and customer dissatisfaction. If recruiters comply with all the points of the Code of Ethics, this likelihood will be minimized.
Conclusion
According to my position, and as the most meaningful conclusion from the above is the need to implement and comply with the Code in outsourcing companies. It includes the specific methodological guidelines, which include the recommendations to comply with the law, the terms of the contract, and working in accordance with the values of the profession. Properly evaluating applicants as employees and treating them as human beings; ethical actions in any professional interaction are a necessity. Aside that, the developing procedures and policies that promote fair and consistent treatment of clients have to be considered. Moreover, one of the most critical factors for Code of Ethics compliance and effective performance is collecting and processing as much related information as possible on a case-by-case basis. With an up-to-date, reliable, and complete data set, the likelihood of errors in making a job decision is minimized.
References
Afshan, G., Safdar, T., & Jafar, U. (2019). Antecedents and consequences of human resource outsourcing: A perspective from higher educational institutions. European Online Journal of Natural and Social Sciences: Proceedings, 8(1), 15-24. Web.
Danvila-del-Valle, I., Estévez-Mendoza, C., & Lara, F. J. (2019). Human resources training: A bibliometric analysis. Journal of Business Research, 101, 627-636.
Sebastian, L. (2020). Human resources management business ethics review. Dinasti International Journal of Management Science, 1(6), 913-920.