Ethics in Recruitment and Selection: Workplace Examples and HRM

This essay delves into the crucial topic of ethics in recruitment and selection, exploring its definition and significance within organizational contexts. It outlines key ethical concepts and theories, such as advertising genuine jobs, avoiding abuse of power, and maintaining confidentiality, and their practical implications in the hiring process. The essay emphasizes the importance of understanding ethics in recruitment for ensuring fairness, equity, and merit-based selection. Furthermore, it provides a workplace example to illustrate ethical practices and discusses the strategic implications of ethical recruitment and selection for human resource management (HRM), highlighting its impact on employee performance and organizational success. The essay concludes by underscoring the role of ethics as a competitive advantage for organizations through effective HRM strategies.

Running head: ETHICS IN RECRUITMENT AND SELECTION
Ethics in recruitment and selection
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1ETHICS IN RECRUITMENT AND SELECTION
Topic of the essay= Ethics in recruitment and selection
1. Definition of the topic.
- Recruitment is the process mostly followed by any company or organisation at the
time of recruiting attractive applicants for new positions or any vacancy (Breaugh,
2013). And on the other hand, selection refers to the process which comes after
the process of recruitment with the nomination of the suitable candidate to the
preferable position (Abraham et al., 2015).
Ethics in the recruitment, staffing and hiring field that is based on certain
combination of things as well as it depends on the persons who is involved
actually in the process of hiring (Ekwoaba, Ikeije & Ufoma, 2015). Positively the
searcher of the job, recruiter and hiring manager are the only three possible people
who are involved in a decision of hiring (Klotz et al., 2013).
2. What are the ethical concept and theories in the process of recruitment and
selection?
- The ethical concept and theories in the process of recruitment and selection are –
a) Advertising only the jobs which are genuine
It is a good one. I frequently had the feeling related to the job that was already
being given to an in-house aspirant or which a department of recruitment and
selection has already promised all total of three candidates as well as I had to fill
up the group as three number.
b) Not abusing the position of power
Currently, everyone remember the time when they had to sit at a massive
round table that to looking into the sun, barely identifying the presence of their

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director opposite or at the time of facing a team of selection of eight people
(Sharma & Jain, 2013).
c) Petitioning only the necessary information
There is nothing about the city where an individual was born in have for a
specific job, the people born in it are not specifically tenacious, stupid or another
trait. At the time of trying to come back to it over and over again, everyone
presume that they are wanting in order to test their level of irritation.
d) Not asking questions which are loaded or looking for to entrap the candidate
No one does not have any type of examples at hand, they might be stepped in
the trap deprived of noticing it.
e) Evaluating appropriateness on the basis of skills
f) Confidentiality is maintained on the usage as well as storage of all the
information of the candidate
Privacy is something that needs to be cherished, especially if there is a
presence of an interior candidate it is in her or his own interest which is not known
to all the people within the organisation in which he or she has applied for the
other job (Sinha & Thaly, 2013).
3. Explain why understanding this topic is very significant to the process of
recruitment and selection.
- Ethics are referred to as the standards or principles which will guide business
activities of day to day in agreement with recognised values of corporate. Business of
ethics bear offers a widespread of involving strategy, integrity of organization, goals
of business, policies as well as activities. Among the values of ethics are honesty,

3ETHICS IN RECRUITMENT AND SELECTION
respect, trust, responsibility and as well as the complete perfection pursuit
(Armstrong, Landers & Collmus, 2016).
4. Provide an example of a workplace, if any
- An example of a workplace are organizations must develop, research, as well as
policies document in addition to processes around reporting, identifying and defining
violations of ethics. All these policies must be expressed in the handbook of the
employee as well as protections must be put in place for all those who all raise ethical
issues. Selecting people of great quality from the first day onwards can make a big
difference in the organisation’s ethics (Bahn, 2013). Some of the organisations scrub
background checks, purchase tools of screening, or use interview questions that is
based on behaviour, that might ask the applicants for describing a situation when they
all are acted ethically even at the time of opposing cultural or social norms (Zhu et al.,
2015).
5. Discuss to an organisation’s implication (strategic HRM)
- Ethics has played a critical role in the process of recruitment and selection as HR is
the main source of advantage of competitive nature for an organisation if suitably
managed and hired (Analoui, 2017). It is as a result significant to put in place ethical
consideration for ensuring that applicants are being reviewed according to their
equity, fairness and merit, as well as in order to also ensure that they possess the
correct knowledge, abilities and skills for the assigned job (Mak et al., 2014). The
main aim of the given study was in order to examine the way ethical issues in the
process of recruitment and selection will affect the performance of the employee
within the organisations (Sheehan et al., 2016).

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References
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Bahn, S. (2013). Workplace hazard identification and management: The case of an
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