Acting with integrity and in line with your Code of Conduct when recruiting builds confidence in the advertising and selection processes.
After completing this section, you will have:
- an understanding of managing accountability and bias in recruitment processes.
Actions
- Manage and maintain high levels of integrity and accountability in a recruitment process by:
- following the minimum standards of integrity in the Code of Ethics
- advertising the vacancy, if required, to attract a competitive field
- ensuring all information about the recruitment process is confidential
- directing any requests for information to the hiring manager, who is an assessor
- selecting multiple assessors from diverse backgrounds of skills, knowledge, experience and perspectives to support the hiring manager in their recruitment decision-making. This is a way of managing integrity and minimising bias throughout the recruitment process.
- raising any concerns early with the hiring manager, and stating any real or perceived conflicts of interest that may arise in the process
- not involving potential internal applicants in any part of a recruitment process
- following all required pre-employment screening assessments before appointing
- encouraging all panel members to have undertaken diversity and unconscious bias training.
- Keep records of the process and decisions:
- you need to be able to substantiate all decisions. This may include a selection report, spreadsheet, memo or other document that records the process and evidence to assess merit
- write comments for each applicant that clearly explains why they were deemed suitable or unsuitable, linking back to the job requirements
- validate all information that supports decisions. Include reference checks, verified academic qualifications and any other required documentation.
- Manage bias in selection decisions:
- declare and manage any actual, potential or perceived conflicts of interest
- be aware of how unconscious bias may manifest during the recruitment process
- do not engage with applicants outside the agreed recruitment process, such as coaching or providing advice that is not available to other applicants, or providing any expectation of success (or failure).
- ensure decisions are impartial and objective by:
- including at least one assessor who is unlikely to know the applicants
- committing to managing unconscious bias during each stage of the recruitment process
- managing conflicts of interest
- assessing all applicants based on job related information provided in the selection process and not on unrelated personal characteristics, prior knowledge, myths or stereotypes
- assessing applicants in a fair and consistent way, accommodating the needs of people who require reasonable adjustments based on diversity requirements, and documenting these in the selection report.
