Navigating ethical recruitment: Principles and best practices

In the fast-paced realm of recruitment, it’s easy to get caught up in the race to find top talent for your team. Sifting through CVs, balancing budgets and keeping up with headcount, not to mention chasing down business objectives, can distract any hiring manager from seeing the human beings behind the applications. And that’s what lies at the core of ethical recruitment – recognising that each individual behind each application comes with their own unique stories, aspirations and a shared desire for respect and fairness.

Ethical recruitment invites us into a mindful approach to hiring, one that sees the whole person and how they align with your organisational goals. It’s about navigating the recruitment journey with transparency, inclusivity and integrity. Done well, it helps you to create not just productive teams, but meaningful work relationships that inspire growth, trust, and a shared commitment to your overarching vision.

What is ethical recruitment?

Ethical recruitment is an approach to hiring that emphasises fairness, transparency and inclusivity. It goes beyond merely filling vacant positions; it’s about creating a respectful and equitable environment right from the first interaction. It’s about making sure everyone, no matter their background, age, gender, or beliefs, gets a fair chance. It’s not just about ticking legal boxes.

Ethical recruitment practices – how to do it (and why)

You might be thinking, “Why should I bother with fair recruitment if my competitors aren’t?” But here’s the thing: it’s not just about looking good in front of others. When you recruit ethically, you’re showing that you value people for who they are, not just what’s on their CV.

It means you’re giving everyone a fair shot, not just playing favourites. And guess what? Word gets around. When you’re known for being straight-up and fair in your hiring, the best talent will be knocking on your door, wanting to be part of a company that treats their staff well.

Plus, in the long run, it’s good for business. Happy employees stick with you, saving you time and money in the long run. With the average time to fill a position taking 44 days in the tech industry alone, and a lot of competition to contend with – it’s vital to get your entire hiring process right. The benefits speak for themselves:

• Diverse companies earn 2.5x higher cash flow per employee
• Inclusive teams are over 35% more productive.
• Diverse teams make better decisions 87% of the time.

The three pillars of ethical recruitment

1. Transparency

Having clear job descriptions, being open about the recruitment process, job requirements, and – the elephant in the room – for some employers, ethical recruitment extends to transparent salary expectations. Transparent communication fosters a sense of trust and respect between employers and potential employees. Sharing compensation benefits and having an open discussion about salary expectations can help in building a relationship of trust with the candidates. Some say it’s more ethical to inform candidates about the budget range for the position and the compensation plan for the future, rather than keeping them in the dark regarding salary.

2. Equality and fairness

This is partly ethics and partly a legal requirement. The Equality Act 2010 makes sure employers aren’t discriminating against people based on protected characteristics (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation).

When it comes to hiring, it’s about encouraging a diverse pool of candidates to apply and making efforts to reduce biases in recruitment processes. The interviewing process should be fair and respectful, devoid of discrimination based on gender, race, origin, religion, or political views. It’s important to prepare for the interview, to ensure that all candidates are given the same treatment, respect, and opportunity to present themselves properly. Overall this contributes to a more inclusive and equitable workplace.

3. Respect for the candidate

Safeguarding candidates’ personal information and using it only for the intended purpose. This is also about respecting the candidate’s time and effort – acknowledging the time and effort candidates put into the application process by providing timely feedback, even if they are not selected, is a hallmark of ethical recruitment. This is the flip side of the transparency coin – don’t waste a candidate’s time by inviting them to interview for jobs or salary bands that are unclear they’re suitable for.

What not to do: 5 common pitfalls

There’s always more businesses to think about when it comes to recruiting ethically, so let’s look at some pitfalls to avoid.

1. Lack of transparency

Failing to provide clear and accurate information about the job role, company culture and expectations can mislead candidates and breed mistrust. It’s crucial to be transparent right from the job listing through the entire recruitment process.

2. Unconscious bias

Unconscious biases can significantly impact decision-making in recruitment. It’s essential to be aware of and work to mitigate biases related to gender, race, age and other factors to ensure a fair recruitment process.

3. Inadequate communication

Inconsistent or vague communication can lead to misunderstandings and a negative candidate experience. It’s important to keep candidates informed about the process and provide feedback, whether positive or negative.

4. Over-promising and under-delivering Offering roles, responsibilities or career progression that you cannot fulfil is misleading and unethical. It’s vital to set realistic expectations and follow through on promises made during the recruitment process.

5. Ignoring legal and ethical standards Remember, failing to comply with legal standards and ethical guidelines in recruitment can lead to unfair practices and legal repercussions. It’s crucial to stay updated on and adhere to relevant laws and ethical standards in recruitment. Avoiding these common pitfalls can help ensure a more ethical and effective recruitment process that is fair and respectful to all candidates.

But how can companies implement ethical recruitment practices?

Top tips for ethical recruitment

So now we’ve covered the fundamental principles as well as the common problems to avoid, you might be wondering how to go about making sure that your recruitment practices are (and stay) ethical. We have three simple tips for you.

• Leverage technology

Using technology like AI-driven recruitment software can help reduce human bias, streamline processes and ensure consistency in communication. For example, automated screening can help give you an unbiased evaluation of candidates based on their skills and qualifications. Platforms such as Applicant Tracking Systems can enable seamless and transparent communication with candidates, providing automated updates on application status or scheduling interviews to help keep candidates (and hiring teams) informed and engaged throughout the recruitment process.

• Training and development

Investing in training to improve awareness and understanding of ethical recruitment among hiring managers is crucial. Incorporate it into your onboarding with ease in your learning management system so that your whole team is on the same page from day one. And remember, training can be formal, but it can also be informal, such as engaging with the community and industry groups to stay updated on best practices and emerging trends in ethical recruitment.

• Seek feedback

One of the cornerstones of ethical recruitment is the practice of seeking feedback from candidates and employees involved in the recruitment process. This practice not only fosters a culture of openness and continuous improvement but also demonstrates a genuine interest in creating a fair and respectful recruitment experience. It will also give you valuable insights for continuous improvement.

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Companies leading in ethical recruitment processes

Several companies are renowned for their ethical recruitment practices. For instance, Salesforce is celebrated for its emphasis on equality and inclusivity, while Patagonia’s fair labour practices resonate across the hiring spectrum. LinkedIn, with its transparent and candidate-friendly recruitment process, also sets a benchmark in ethical recruitment.

And of course, it’s something we take really seriously at Employment Hero. Daniella Angel, our UK Talent Partner, has this to say:

“These practices not only build trust but also foster diversity, ultimately contributing to building out a high-performing and diverse team with a collective growth mindset. At Employment Hero, we actively celebrate diverse perspectives and experiences, inviting people from all backgrounds and identities to apply for our roles. We’re committed to upholding these ethical recruitment principles as we continue on our growth journey, leading to a more inclusive and equitable culture.”

The wrap up

Embarking on the journey of ethical recruitment is akin to setting a strong foundation for building meaningful relationships with your potential employees. It’s not merely about filling the vacant seats in your organisation but about crafting a fair, transparent, and inclusive recruitment process that resonates with your company’s core values. As an employer, fostering ethical recruitment practices is a step towards nurturing a positive workplace culture, enhancing employer branding, and ultimately, driving your organisational success.

All this to say: ethical recruitment is not just a buzzword. It’s a tangible practice that can significantly impact your entire business. Embracing ethical recruitment can lead to a symbiotic relationship between employer and employee, laying a solid foundation for a thriving organisational culture.