Tuesday, April 10, 2007

Recruitment Ethics – Corporate

When do companies run into ethics problems in recruitment? That is a good question. It is one that is generally dependent on the recruitment pressures that hiring managers and internal recruiters are feeling.

For instance, if the internal corporate recruiters are dealing with open requisition loads that are higher than normal and they are feeling pressure to show results above their capability, the temptation exists to take some shortcuts that may stretch ethics. They may be tempted to decide not to mention that the company requires a signed non-compete before they start. This may create a conflict with the new employee on their first day when they were expecting a non-eventful day.

Secondly, if a position has been open for awhile, the requirements tend to evolve because some of that work has now been completed. If the perception is that the position is no longer as desirable as it was originally, the manager or recruiter may “forget” to mention the change. My daughter just graduated from a Doctor of Physical Therapy program. One of the requirements of those programs is to spend nine weeks in several different clinical programs. One of my daughter’s friends had a great clinical program at one location. She liked the program because everyone worked in a variety of areas. She did a great job and was invited to apply for a position as a Physical Therapist after her graduation. She did and accepted the clinic’s offer. Unfortunately the scope of the position changed after she left her clinical rotation. Now each Physical Therapist was assigned a specialty. As the new Therapist, she was now assigned the least desirable specialty. She felt betrayed because no one told her the change in their program prior to her start. Is it ethical to change the scope of a position and not tell the candidate?

Unfortunately these types of breaches in honesty or ethics have profound negative results on the new employee. Once a trust is broken, it is so very hard to rebuild. Companies who promote these types of behavior are doomed to high turnover.