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A code of ethics assists employees of an organization with developing a good view of the current boundaries as well as the set principles of dealing with external partners, while a code of conduct provides instructions that are consistent with the company's practices and how the organization expects people to conduct themselves. To make ethical recruiting choices, several considerations must be weighed. These factors as discussed in the paper include communication, avoiding misleading advertisements, the appropriate job requirements, and giving the candidate a chance to express himself. Putting such factors into consideration enables the organization to come up with the most appropriate candidate for the job leading to a higher level of productivity and success.
Differences, Importance and Purpose of Code of Conduct and Code ofEthics
In defining the two terms, code of ethics refers to a document outlining a set of principles which affect decision making. A code of conduct on the other hand is a document issued by a board of directors outlining certain behaviors as a condition for the ongoing employment. However, the two codes regulate behavior differently. Ethical standards are broad and not specific. They are designed with a primary purpose of enabling employees to make self-judgment concerning the most suitable course of action. On the other hand, conduct standards require the individual to have some form of judgment on the set regulations. One has to obey or face the consequences (Weiss, 2009). As the same, the code offers a clear set of expectations concerning the required actions, those that are acceptable and the prohibited actions.
Code of ethics: First, having a code of ethics shows the seriousness of the company. Employees will have to work hard seeing the seriousness of the organization. Secondly, a code of ethics helps in preventing innocent violation of ethics. There are those individuals who have no idea of what is right or wrong. Such cases mostly occur when an employee is hired from a different country with different ethnicity, believes and practices. Such an employee may not know what is right or wrong (Trevino, 2015). However, having a code of ethics unable them to have an idea of what can be unethical to the organization.
Code of conduct: First, a code of conduct helps in clarifying issues such as the organization’s values, mission and principles. It articulates the values desired by the organization upon its employees and leaders as well as defining the set goals and objectives. Written codes of conduct can serve as a benchmark for measuring the organization and individual performance (Trevino, 2015).
Code of ethics: The primary purpose of code of ethics is to guide managerial decisions in creating a common framework in which all the organization’s decisions can be founded. It helps members of the organization to create a clear understanding of the existing boundaries as well as the set standards in interacting with the external stakeholders (Schwartz & Schwartz, 2017).
Code of conduct: A code of conduct is aimed at maintaining an acceptable standard of conduct by the suppliers, customers, employees among other stakeholders. Codes of conducts provide the guidelines that are in line with the company’s policies and how the organizations need people to the various individuals to conduct themselves (Weiss, 2009).
The factors to consider in making ethical hiring decisions and their importance in the hiring process
Avoiding misleading advertisements
Due to the need for highly qualified workers, most organizations tend to place misleading job advertisements. Imagine landing yourself to a job not worthy of what you expected? A situation where you are referred as the chief editor and end up receiving $100 dollars as your salary? This is a misleading advertisement and it is indeed unethical. Let the candidate have a clear understanding of the job description before going through the application process. It is wrong to take the candidate through a long process of recruitment and yet they are not going to appreciate their effort (Schwartz & Schwartz, 2017).
Appropriate job requirements
What does the job require? This is among the factors to be considered in making ethical hiring decisions. Every candidate has a right to be considered for the job and it requires the recruitment personnel to understand clearly the perfect requirements for the job before starting the recruitment process. This information should be included in the job description during advertisement. In this way, the missing candidate will be in a position to understand their missing qualifications and hence, go home satisfied irrespective of losing the job (Schwartz & Schwartz, 2017).
Most organizations fail when it comes to communication. Communication is so important and it is unethical to go silent after taking a number of candidates through a hiring process. It really feels bad and discouraging when you fail to receive any communication concerning the interview you did for a job you were praying for. Organizations should respond to all the applications irrespective of whether the candidate losses the position or not (Trevino, 2015). Inform the candidate that he failed and if possible mention their areas of weakness. In this way, the candidate will get to understand their mistake and seeking for measures to improve in future.
Give the candidate a chance to express himself
Interview is a method of collecting data through one on one conversation. As an employer, it is important to understand that the candidate is also eager to obtain more information concerning the organization. It is, therefore, unethical to have the interview focused on one side. The employer should not use all the opportunity to know the candidate while denying the candidate a chance to find out some issues they would wish to know (Weiss, 2009). Therefore, the candidate should be given some time to ask some questions concerning the organization or anything in relation to the job. In this way, the candidate will go home with a clear understanding of the organization he intends to work with.
Schwartz, M. S., & Schwartz, Mark S. (2017). Business Ethics: An Ethical Decision-making
Trevino, L. K. (2015). Managing business ethics: Straight talk about how to do it right. Place of
Publication not identified: John Wiley.
Weiss, J. W. (2009). Business ethics: A stakeholders and issues management approach. Australia:
South-Western Cengage Learning.
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