Difference Between Recruiting and Staffing

Running head: RECRUITING AND STAFFING
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Recruitment and staffing
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RECRUITING AND STAFFING
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How can a Recruitment Officer ensure he acts ethically when his cousin applies for a job
with the company?
Introduction
The paper discusses ethical issues that need to be observed by a recruitment officer in an
eventuality when a family member applies for a job in a company. Ethical issues occur in an
eventuality where a specific decision, activity, or scenario establishes a disagreement with a
society's ethical principles. Individuals and companies often get involved with these
disagreements because any decision made or activity might be questionable from a moral
standpoint. The recruitment process is the act of identifying available job vacancies, analyzing
the vacancy, reviewing applications made, shortlisting, and selecting a suitable candidate
(Dmitrieva, Zaitseva, Kulyamina, Larionova& Surova, 2015). A recruitment officer is
responsible for carrying out the recruitment process in different organizations, and the company's
.recruitment officers need to observe ethical principles since they are very paramount when
carrying out the recruitment process .recruitment officers mainly work in the human resource
department. They are mandated to search for candidates to fill vacant positions in a company.
However, other recruitment officers are not attached to any companies but work in hiring
employees for various businesses on an agreement.
Discussion
In an eventuality, a cousin to a recruitment officer applies for an advertised job in the
company where he/she works; the recruitment officer should act as explained below.
The recruitment officer should be honest in his dealings more so he /she should disclose to other
officers carrying out the recruitment process about his family relationship with one of the
applicants. By being honest, the officer will create an avenue for the company's top management

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to carry out oversight on the interview process (Marsden, 2017). Besides this, practicing honesty
will facilitate that the officer is not biased toward his cousin and hence will give the right
feedback of every interviewee's performance. Fair and justice is a critical value when it comes to
the recruitment process, and it sent a high signal on how the company would perform. I think the
recruitment officer should treat the cousin just like any other candidate recruited for the job. He
should focus on the capacity and potential of the candidates rather than looking at a relationship
with them.
Sometimes, the officer may feel that his cousin is not fit for the job, and it will create
some family issues if at all, he has to disqualify him. In such a situation, the recruitment officer
can withdraw by writing to the company manager, stating the reason for his withdrawal. Such a
decision is always ethical for a recruitment officer since it facilitates fairness when carrying out
the recruitment process. Withdrawal in the specific recruitment exercise will also offer a friendly
working environment for other officers participating in that activity. The officers left to carry out
the task will get the freedom required to thoroughly interview the applicants and rate them
according to their performance without fear or favor (Ployhart, Schmitt& Tippins, 2017). By
allowing the other officer to proceed with the recruitment will make the officer avoid any
disputes and family issues with the cousin if at all he/she had to be disqualified from the job,
maybe because he/she had no capacity and competitive qualifications for the position.
The recruitment officer should be fair when carrying all the recruitment process dealings. The
officer should give every participant an equal opportunity to express himself on his ability and
educational qualifications (Shaffer, Bakhshi, Dutka & Phillips, 2016). By practicing fairness, the
officer should show tolerance, manifest justice, and accept diversity. The officer should be fair in