Recruitment

• Job analysis for new jobs or substantially changed jobs. It might be undertaken to document the knowledge, skills, abilities and other characteristics (KSAOs) required or sought for the job. From these, the relevant information is captured in a person specification.^[2]
• Sourcing — attracting or identifying candidates
• Screening and selection - picking, interviewing and hiring the right candidate.

A job fair in Athens, Greece

Sourcing is the use of one or more strategies to attract and identify candidates to fill job vacancies. It may involve internal and/or external recruitment advertising, using appropriate media such as job portals, local or national newspapers, social media, business media, specialist recruitment media, professional publications, window advertisements, job centers, career fairs, or in a variety of ways via the internet.

Alternatively, employers may use recruitment consultancies or agencies to find otherwise scarce candidates—who, in many cases, may be content in their current positions and are not actively looking to move. This initial research for candidates—also called name generation—produces contact information for potential candidates, whom the recruiter can then discreetly contact and screen.^[2]

Referral recruitment programs

Referral recruitment programs allow both outsiders and employees to refer candidates for filling job openings. Online, they can be implemented by leveraging social networks.

Employee referral

An employee referral is a candidate recommended by an existing employee. This is sometimes referred to as referral recruitment. Encouraging existing employees to select and recruit suitable candidates results in:

• Improved candidate quality ('fit'). Employee referrals allow existing employees to screen, select and refer candidates, lowers staff attrition rate; candidates hired through referrals tend to stay up to 3 times longer than candidates hired through job boards and other sources.^[3] The one-to-one direct relationship between the candidate and the referring employee and the exchange of knowledge that takes place allows the candidate to develop a strong understanding of the company, its business and the application and recruitment process. The candidate is thereby enabled to assess their own suitability and likelihood of success, including "fitting in."
• Reduces the considerable cost of third-party service providers who would have previously conducted the screening and selection process. An op-ed in Crain's in April 2013 recommended that companies look to employee referral to speed the recruitment process for purple squirrels, which are rare candidates considered to be "perfect" fits for open positions.^[4]
• The employee typically receives a referral bonus, and is widely acknowledged as being cost-effective. The Global Employee Referral Index 2013 Survey found that 92% of participants reported employee referrals as one of the top recruiting sources.^[5]
• As candidate quality improves and interview-to-job-offer conversion rates increase, the amount of time spent interviewing decreases, which means the company's employee headcount can be streamlined and be used more efficiently. Marketing and advertising expenditures decrease as existing employees source potential candidates from existing personal networks of friends, family, and associates. By contrast, recruiting through third-party recruitment agencies incurs a 20–25% agency finder's fee – which can top $25K for an employee with $100K annual salary.

There is, however, a risk of less corporate creativity: An overly homogeneous workforce is at risk for "fails to produce novel ideas or innovations."^[6]

Social network referral

Initially, responses to mass-emailing of job announcements to those within employees' social network slowed the screening process.^[7]

Two ways in which this improved are:

• Making available screen tools for employees to use, although this interferes with the "work routines of already time-starved employees"^[7]
• "When employees put their reputation on the line for the person they are recommending"^[7]

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Sourcing (personnel)

Sourcing (personnel)

Sourcing is a talent acquisition discipline which is focused on the identification, assessment and engagement of skilled worker candidates through proactive recruiting techniques. Professionals specializing in sourcing are known primarily as Sourcers; but also Internet Recruiters, Recruiting Researchers or Talent Scouts.

Recruitment advertising

Recruitment advertising

Recruitment advertising, also known as Recruitment communications and Recruitment agency, includes all communications used by an organization to attract talent to work within it. Recruitment advertisements may be the first impression of a company for many job seekers. In turn, the strength of employer branding in job postings can directly impact interest in job openings.

Employment website

Employment website

An employment website is a website that deals specifically with employment or careers. Many employment websites are designed to allow employers to post job requirements for a position to be filled and are commonly known as job boards. Other employment sites offer employer reviews, career and job-search advice, and describe different job descriptions or employers. Through a job website, a prospective employee can locate and fill out a job application or submit resumes over the Internet for the advertised position.

Newspaper

Newspaper

A newspaper is a periodical publication containing written information about current events and is often typed in black ink with a white or gray background.

Op-ed

Op-ed

An op-ed, is a written prose piece, typically published by an English-language North-American newspaper or magazine, which usually expresses the opinion of an author or entity not affiliated with the publication's editorial board. In 2021, The New York Times—the paper credited with developing and naming the modern op-ed page—announced that it was retiring the label, and would instead call submitted opinion pieces "Guest Essays."

Crain Communications

Crain Communications

Crain Communications Inc is an American multi-industry publishing conglomerate based in Detroit, Michigan, United States, with 13 non-US subsidiaries.

Purple squirrel

Purple squirrel

Purple squirrel is a term used by employment recruiters to describe a job candidate with precisely the right education, set of experience, and range of qualifications that perfectly fits a job's requirements. The implication is that over-specification of the requirements makes a perfect candidate as hard to find as a purple squirrel.

Job interview

Job interview

A job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most popularly used devices for employee selection. Interviews vary in the extent to which the questions are structured, from a totally unstructured and free-wheeling conversation to a structured interview in which an applicant is asked a predetermined list of questions in a specified order; structured interviews are usually more accurate predictors of which applicants will make suitable employees, according to research studies.

Innovation

Innovation

Innovation is the practical implementation of ideas that result in the introduction of new goods or services or improvement in offering goods or services. ISO TC 279 in the standard ISO 56000:2020 defines innovation as "a new or changed entity realizing or redistributing value". Others have different definitions; a common element in the definitions is a focus on newness, improvement, and spread of ideas or technologies.

Social network

Social network

A social network is a social structure made up of a set of social actors, sets of dyadic ties, and other social interactions between actors. The social network perspective provides a set of methods for analyzing the structure of whole social entities as well as a variety of theories explaining the patterns observed in these structures. The study of these structures uses social network analysis to identify local and global patterns, locate influential entities, and examine network dynamics.

Various psychological tests can assess a variety of KSAOs, including literacy. Assessments are also available to measure physical ability. Recruiters and agencies may use applicant tracking systems to filter candidates, along with software tools for psychometric testing and performance-based assessment.^[8] In many countries, employers are legally mandated to ensure their screening and selection processes meet equal opportunity and ethical standards.^[2]

Employers are likely to recognize the value of candidates who encompass soft skills, such as interpersonal or team leadership,^[9] and the level of drive needed to stay engaged^[10]—but most employers are still using degree requirements to screen out the 70+ million workers Skilled Through Alternative Routes (STARs) who already possess many of those skills.^[11] In fact, many companies, including multinational organizations and those that recruit from a range of nationalities, are also often concerned about whether candidate fits the prevailing company culture and organization as a whole.^[12][13] Companies and recruitment agencies are now turning to video screening as a way to notice these skills without the need to invite the candidates in person.^[14]

The selection process is often claimed to be an invention of Thomas Edison.^[15]

Candidates with disabilities

The word disability carries few positive connotations for most employers. Research has shown that the employer biases tend to improve through first-hand experience and exposure with proper supports for the employee^[16] and the employer making the hiring decisions. As for most companies, money and job stability are two of the contributing factors to the productivity of a disabled employee, which in return equates to the growth and success of a business. Hiring disabled workers produces more advantages than disadvantages.^[17] There is no difference in the daily production of a disabled worker.^[18] Given their situation, they are more likely to adapt to their environmental surroundings and acquaint themselves with equipment, enabling them to solve problems and overcome adversity than other employees. The United States Internal Revenue Service (IRS) grants companies Disabled Access Credit when they meet eligibility criteria.^[19]

Diversity

Many major corporations recognize the need for diversity in hiring to compete successfully in a global economy.^[20] The challenge is to avoid recruiting staff who are "in the likeness of existing employees"^[21] but also to retain a more diverse workforce and work with inclusion strategies to include them in the organisation.

Safer recruitment

"Safer recruitment" refers to procedures intended to promote and exercise "a safe culture including the supervision and oversight of those who work with children and vulnerable adults".^[22] The NSPCC describes safer recruitment as

a set of practices to help make sure your staff and volunteers are suitable to work with children and young people. It's a vital part of creating a safe and positive environment and making a commitment to keep children safe from harm.^[23]

In England and Wales, statutory guidance issued by the Department for Education directs how safer recruitment must be undertaken within an educational context.^[24]

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Literacy

Literacy

Literacy in its broadest sense describes "particular ways of thinking about and doing reading and writing" with the purpose of understanding or expressing thoughts or ideas in written form in some specific context of use. In other words, humans in literate societies have sets of practices for producing and consuming writing, and they also have beliefs about these practices. Reading, in this view, is always reading something for some purpose; writing is always writing something for someone for some particular ends. Beliefs about reading and writing and its value for society and for the individual always influence the ways literacy is taught, learned, and practiced over the lifespan.

Physical fitness

Physical fitness

Physical fitness is a state of health and well-being and, more specifically, the ability to perform aspects of sports, occupations and daily activities. Physical fitness is generally achieved through proper nutrition, moderate-vigorous physical exercise, and sufficient rest along with a formal recovery plan.

Applicant tracking system

Applicant tracking system

An applicant tracking system (ATS) is a software application that enables the electronic handling of recruitment and hiring needs. An ATS can be implemented or accessed online at enterprise- or small-business levels, depending on the needs of the organization; free and open-source ATS software is also available. An ATS is very similar to customer relationship management (CRM) systems, but are designed for recruitment tracking purposes. In many cases they filter applications automatically based on given criteria such as keywords, skills, former employers, years of experience and schools attended. This has caused many to adapt resume optimization techniques similar to those used in search engine optimization when creating and formatting their résumé.

Equal opportunity

Equal opportunity

Equal opportunity is a state of fairness in which individuals are treated similarly, unhampered by artificial barriers, prejudices, or preferences, except when particular distinctions can be explicitly justified. The intent is that the important jobs in an organization should go to the people who are most qualified – persons most likely to perform ably in a given task – and not go to persons for reasons deemed arbitrary or irrelevant, such as circumstances of birth, upbringing, having well-connected relatives or friends, religion, sex, ethnicity, race, caste, or involuntary personal attributes such as disability, age, gender identity, or sexual orientation.

Soft skills

Soft skills

Soft skills, also known as power skills, common skills or core skills, are skills applicable to all professions. These include critical thinking, problem solving, public speaking, professional writing, teamwork, digital literacy, leadership, professional attitude, work ethic, career management and intercultural fluency. This is in contrast to hard skills, which are specific to individual professions.

Thomas Edison

Thomas Edison

Thomas Alva Edison was an American inventor and businessman. He developed many devices in fields such as electric power generation, mass communication, sound recording, and motion pictures. These inventions, which include the phonograph, the motion picture camera, and early versions of the electric light bulb, have had a widespread impact on the modern industrialized world. He was one of the first inventors to apply the principles of organized science and teamwork to the process of invention, working with many researchers and employees. He established the first industrial research laboratory.

Disability

Disability

Disability is the experience of any condition that makes it more difficult for a person to do certain activities or have equitable access within a given society. Disabilities may be cognitive, developmental, intellectual, mental, physical, sensory, or a combination of multiple factors. Disabilities can be present from birth or can be acquired during a person's lifetime. Historically, disabilities have only been recognized based on a narrow set of criteria—however, disabilities are not binary and can be present in unique characteristics depending on the individual. A disability may be readily visible, or invisible in nature.

Bias

Bias

Bias is a disproportionate weight in favor of or against an idea or thing, usually in a way that is closed-minded, prejudicial, or unfair. Biases can be innate or learned. People may develop biases for or against an individual, a group, or a belief. In science and engineering, a bias is a systematic error. Statistical bias results from an unfair sampling of a population, or from an estimation process that does not give accurate results on average.

Internal Revenue Service

Internal Revenue Service

The Internal Revenue Service (IRS) is the revenue service for the United States federal government, which is responsible for collecting U.S. federal taxes and administering the Internal Revenue Code, the main body of the federal statutory tax law. It is an agency of the Department of the Treasury and led by the Commissioner of Internal Revenue, who is appointed to a five-year term by the President of the United States. The duties of the IRS include providing tax assistance to taxpayers; pursuing and resolving instances of erroneous or fraudulent tax filings; and overseeing various benefits programs, including the Affordable Care Act.

Diversity (business)

Diversity (business)

There is a widespread claim that businesses benefit by having diversity in their work force. The business case for diversity stems from the progression of the models of diversity within the workplace since the 1960s. In the United States, the original model for diversity was situated around affirmative action drawing from equal opportunity employment objectives implemented in the Civil Rights Act of 1964. Equal employment opportunity was centered around the idea that any individual academically or physically qualified for a specific job could strive for at obtaining the said job without being discriminated against based on identity. This compliance-based model gave rise to the idea that tokenism was the reason an individual was hired into a company when they differed from the dominant group. Dissatisfaction from minority groups eventually altered and/or raised the desire to achieve perfect employment opportunities in every job.

National Society for the Prevention of Cruelty to Children

National Society for the Prevention of Cruelty to Children

The National Society for the Prevention of Cruelty to Children (NSPCC) is a British child protection charity.

Department for Education

Department for Education

The Department for Education (DfE) is a department of His Majesty's Government responsible for child protection, child services, education, apprenticeships and wider skills in England.

Recruitment process outsourcing (RPO) is a form of business process outsourcing (BPO) where a company engages a third-party provider to manage all or part of its recruitment process.^[25]

Internal recruitment or internal mobility^[26] (not to be confused with internal recruiters) refers to the process of a candidate being selected from the existing workforce to take up a new job in the same organization, perhaps as a promotion, or to provide career development opportunity, or to meet a specific or urgent organizational need. Advantages include the organization's familiarity with the employee and their competencies insofar as they are revealed in their current job, and their willingness to trust said employee. It can be quicker and have a lower cost to hire someone internally.^[27]

Many companies will choose to recruit or promote employees internally. This means that instead of searching for candidates in the general labor market, the company will look at hiring one of their own employees for the position. After searches that combine internal with external processes, companies often choose to hire an internal candidate over an external candidate due to the costs of acquiring new employees, and also on the fact that companies have pre-existing knowledge of their own employees’ effectiveness in the workplace.^[28] Additionally, internal recruitment can encourage the development of skills and knowledge because employees anticipate longer careers at the company.^[28] However, promoting an employee can leave a gap at the promoted employee’s previous position that subsequently needs to be filled.^[29] Traditionally, internal recruitment will be done through internal job postings.^[30] Another method of recruiting internally is through employee referrals. Having existing employees in good standing recommend coworkers for a job position is often a preferred method of recruitment because these employees know the values of the organization, as well as the work ethic of their coworkers.^[29] Some managers will provide incentives to employees who provide successful referrals.^[29]

Searching for candidates externally is another option when it comes to recruitment. In this case, employers or hiring committees will search outside of their own company for potential job candidates. The advantages of hiring externally is that it often brings fresh ideas and perspectives to the company.^[28] As well, external recruitment opens up more possibilities for the applicant pool than internal recruitment does.^[28] The conditions of the economy and labor market will impact the ability for a company to find and attract viable candidates.^[29] In order to make job openings known to potential candidates, companies will usually advertise their job in a number of ways. This can include advertising in local newspapers, journals, and online.^[29] Research has argued that social media networks offer job seekers and recruiters the opportunity to connect with other professionals cheaply. In addition, professional networking websites such as LinkedIn offer the ability to go through job seekers’ biographical resumes and message them directly even if they are not actively looking for a job.^[31] Attending job fairs, especially at secondary and post-secondary schools, is another method of recruiting external candidates.^[30]

An employee referral program is a system where existing employees recommend prospective candidates for the job offered, and usually, if the suggested candidate is hired, the employee receives a cash bonus.^[32]

Niche firms tend to focus on building ongoing relationships with their candidates, as the same candidates may be placed many times throughout their careers. Online resources have developed to help find niche recruiters.^[33] Niche firms also develop knowledge on specific employment trends within their industry of focus (e.g., the energy industry) and are able to identify demographic shifts such as aging and its impact on the industry.^[34]

Social recruiting is the use of social media for recruiting. As more and more people are using the internet, social networking sites, or SNS, have become an increasingly popular tool used by companies to recruit and attract applicants. A study conducted by researchers found that 73.5% of Cypriot companies had an account on a SNS, the most common being Facebook, LinkedIn, and Twitter.^[35] There are many benefits associated with using SNS in recruitment, such as reducing the time required to hire someone, reduced costs, attracting more “computer literate, educated young individuals”, and positively impacting the company’s brand image.^[35] However, some disadvantages include increased costs for training HR specialists and installing related software for social recruiting.^[35] There are also legal issues associated with this practice, such as the privacy of applicants, discrimination based on information from SNS, and inaccurate or outdated information on applicant SNS.^[35]

Mobile recruiting is a recruitment strategy that uses mobile technology to attract, engage, and convert candidates.

Some recruiters work by accepting payments from job seekers, and in return help them to find a job. This is illegal in some countries, such as in the United Kingdom, in which recruiters must not charge candidates for their services (although websites such as LinkedIn may charge for ancillary job-search-related services). Such recruiters often refer to themselves as "personal marketers" and "job application services" rather than as recruiters.

Using multiple-criteria decision analysis^[36] tools such as analytic hierarchy process (AHP) and combining it with conventional recruitment methods provides an added advantage by helping the recruiters to make decisions when there are several diverse criteria to be considered or when the applicants lack past experience; for instance, recruitment of fresh university graduates.^[37]

Employers may re-recruit prior rejected candidates or recruit from retired employees as a way to increase the chances for attractive qualified applicants.

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Competence (human resources)

Competence (human resources)

Competence is the set of demonstrable characteristics and skills that enable and improve the efficiency or performance of a job. The term "competence" first appeared in an article authored by R.W. White in 1959 as a concept for performance motivation. In 1970, Craig C. Lundberg defined the concept in "Planning the Executive Development Program". The term gained traction when in 1973, David McClelland wrote a seminal paper entitled, "Testing for Competence Rather Than for Intelligence". The term was used by McClelland commissioned by the State Department, to extract characteristics common to high-performing agents of embassy, and to help them recruit and develop. It has since been popularized by Richard Boyatzis and many others, such as T.F. Gilbert (1978) who used the concept in relationship to performance improvement. Its use varies widely, which leads to considerable misunderstanding.

Labour economics

Labour economics

Labour economics, or labor economics, seeks to understand the functioning and dynamics of the markets for wage labour. Labour is a commodity that is supplied by labourers, usually in exchange for a wage paid by demanding firms. Because these labourers exist as parts of a social, institutional, or political system, labour economics must also account for social, cultural and political variables.

Social media

Social media

Social media are interactive technologies that facilitate the creation and sharing of information, ideas, interests, and other forms of expression through virtual communities and networks. While challenges to the definition of social media arise due to the variety of stand-alone and built-in social media services currently available, there are some common features:Social media are interactive Web 2.0 Internet-based applications. User-generated content—such as text posts or comments, digital photos or videos, and data generated through all online interactions—is the lifeblood of social media. Users create service-specific profiles for the website or app that are designed and maintained by the social media organization. Social media helps the development of online social networks by connecting a user's profile with those of other individuals or groups.

Cyprus

Cyprus

Cyprus, officially the Republic of Cyprus, is an island country located south of the Anatolian Peninsula in the eastern Mediterranean Sea. It is geographically in Western Asia, but its cultural ties and geopolitics are overwhelmingly Southeastern European. Cyprus is the third-largest and third-most populous island in the Mediterranean. It is located north of Egypt, east of Greece, south of Turkey, and west of Lebanon and Syria. Its capital and largest city is Nicosia. The northeast portion of the island is de facto governed by the self-declared Turkish Republic of Northern Cyprus.

Facebook

Facebook

Facebook is an online social media and social networking service owned by American technology giant Meta Platforms. Created in 2004 by Mark Zuckerberg with fellow Harvard College students and roommates Eduardo Saverin, Andrew McCollum, Dustin Moskovitz, and Chris Hughes, its name derives from the face book directories often given to American university students. Membership was initially limited to only Harvard students, gradually expanding to other North American universities and, since 2006, anyone over 13 years old. As of December 2022, Facebook claimed 2.96 billion monthly active users, and ranked third worldwide among the most visited websites. It was the most downloaded mobile app of the 2010s.

LinkedIn

LinkedIn

LinkedIn is a business and employment-focused social media platform that works through websites and mobile apps. It launched on May 5, 2003. It is now owned by Microsoft. The platform is primarily used for professional networking and career development, and allows jobseekers to post their CVs and employers to post jobs. From 2015 most of the company's revenue came from selling access to information about its members to recruiters and sales professionals. Since December 2016, it has been a wholly owned subsidiary of Microsoft. As of March 2023, LinkedIn has more than 900 million registered members from over 200 countries and territories.

Twitter

Twitter

Twitter is an online social media and social networking service owned and operated by American company Twitter, Inc., on which users post or reply to texts, images and videos known as "tweets". Registered users can tweet, like, 'retweet' tweets and direct message (DM), while unregistered users only have the ability to view public tweets. Users interact with Twitter through browser or mobile frontend software, or programmatically via its APIs.

Mobile recruiting

Mobile recruiting

Mobile Recruiting is a recruitment strategy that uses mobile technology to attract, engage and convert candidates. Common mobile recruiting tactics include mobile career sites, mobile recruiting by text, mobile recruiting apps and social recruiting. Mobile recruiting is often cited as a growing opportunity for recruiters to connect with candidates more efficiently with "over 89% of job seekers saying their mobile device will be an important tool and resource for their job search." Traditionally, recruiters have used emails and phone calls to engage candidates, but the increase in mobile usage among job seekers has contributed to mobile recruiting's rising popularity.

Multiple-criteria decision analysis

Multiple-criteria decision analysis

Multiple-criteria decision-making (MCDM) or multiple-criteria decision analysis (MCDA) is a sub-discipline of operations research that explicitly evaluates multiple conflicting criteria in decision making. Conflicting criteria are typical in evaluating options: cost or price is usually one of the main criteria, and some measure of quality is typically another criterion, easily in conflict with the cost. In purchasing a car, cost, comfort, safety, and fuel economy may be some of the main criteria we consider – it is unusual that the cheapest car is the most comfortable and the safest one. In portfolio management, managers are interested in getting high returns while simultaneously reducing risks; however, the stocks that have the potential of bringing high returns typically carry high risk of losing money. In a service industry, customer satisfaction and the cost of providing service are fundamental conflicting criteria.

Analytic hierarchy process

Analytic hierarchy process

In the theory of decision making, the analytic hierarchy process (AHP), also analytical hierarchy process, is a structured technique for organizing and analyzing complex decisions, based on mathematics and psychology. It was developed by Thomas L. Saaty in the 1970s; Saaty partnered with Ernest Forman to develop Expert Choice software in 1983, and AHP has been extensively studied and refined since then. It represents an accurate approach to quantifying the weights of decision criteria. Individual experts’ experiences are utilized to estimate the relative magnitudes of factors through pair-wise comparisons. Each of the respondents compares the relative importance of each pair of items using a specially designed questionnaire.

In some companies where the recruitment volume is high, it is common to see a multi-tier recruitment model where the different sub-functions are grouped together to achieve efficiency.

An example of a three-tier recruitment model:

• Tier 1 - Contact/help desk - This tier acts as the first point of contact where recruitment requests are being raised. If the requests are simple to fulfil or are queries in nature, resolution may take place at this tier.
• Tier 2 - Administration - This tier manages mainly the administration processes
• Tier 3 - Process - This tier manages the process and how the requests get fulfilled

General

Organizations define their own recruiting strategies to identify who they will recruit, as well as when, where, and how that recruitment should take place.^[38] Common recruiting strategies answer the following questions:^[39]

• What type of individuals should be targeted?
• What recruitment message should be communicated?
• How can the targeted individuals best be reached?
• When should the recruitment campaign begin?
• What should be the nature of a site visit?

Practices

Organizations develop recruitment objectives, and the recruitment strategy follows these objectives. Typically, organizations develop pre- and post-hire objectives and incorporate these objectives into a holistic recruitment strategy.^[39] Once an organization deploys a recruitment strategy it conducts recruitment activities. This typically starts by advertising a vacant position.^[40]

Professional associations

There are numerous professional associations for human resources professionals. Such associations typically offer benefits such as member directories, publications, discussion groups, awards, local chapters, vendor relations, government lobbying, and job boards.^[41]

Professional associations also offer a recruitment resource for human resources professionals.^[42]

In the United States, the Equal Employment Opportunity Commission has established guidelines for prohibited employment policies/practices. These regulations serve to discourage discrimination based on race, color, religion, sex, age, disability, etc.^[43] However, recruitment ethics is an area of business that is prone to many other unethical and corrupt practices.^[44] According to Independent Broad-based Anti-corruption Commission (IBAC), business ethics are a vital component to recruitment; hiring unqualified friends or family, allowing problematic employees to be recycled through a company, and failing to properly validate the background of candidates can be detrimental to a business.^[45]

When hiring for positions that involve ethical and safety concerns it is often the individual employees who make decisions which can lead to devastating consequences to the whole company. Likewise, executive positions are often tasked with making difficult decisions when company emergencies occur such as public relation nightmares, natural disasters, pandemics, or a slowing economy. Businesses that have made headlines for undesirable cultures may also have a difficult time recruiting new hires.^[46] Companies should aim to minimize corruption using tools such as the recruitment processes, pre-employment screening, personality tests, induction, training, and establishing a code of conduct.^[44]

In Germany, universities, though public employers, are generally not required to advertise most vacancies especially of academic positions (teaching and/or research) other than tenured full professors (verbeamtete Hochschullehrer).^[47] At the same time, anti-discrimination measures and equal opportunities (although required within the framework of the European Union) only apply to advertised jobs and to the wording of the job advert.^[48]

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United States

United States

The United States of America, commonly known as the United States or America, is a country primarily located in North America. It consists of 50 states, a federal district, five major unincorporated territories, nine Minor Outlying Islands, and 326 Indian reservations. The United States is also in free association with three Pacific Island sovereign states: the Federated States of Micronesia, the Marshall Islands, and the Republic of Palau. It is the world's third-largest country by both land and total area. It shares land borders with Canada to its north and with Mexico to its south and has maritime borders with the Bahamas, Cuba, Russia, and other nations. With a population of over 333 million, it is the most populous country in the Americas and the third most populous in the world. The national capital of the United States is Washington, D.C. and its most populous city and principal financial center is New York City.

Equal Employment Opportunity Commission

Equal Employment Opportunity Commission

The U.S. Equal Employment Opportunity Commission (EEOC) is a federal agency that was established via the Civil Rights Act of 1964 to administer and enforce civil rights laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual's race, color, national origin, religion, sex, age, disability, genetic information, and retaliation for participating in a discrimination complaint proceeding and/or opposing a discriminatory practice.

Racial discrimination

Racial discrimination

Racial discrimination is any discrimination against any individual on the basis of their skin color, race or ethnic origin. Individuals can discriminate by refusing to do business with, socialize with, or share resources with people of a certain group. Governments can discriminate in a de facto fashion or explicitly in law, for example through policies of racial segregation, disparate enforcement of laws, or disproportionate allocation of resources. Some jurisdictions have anti-discrimination laws which prohibit the government or individuals from discriminating based on race in various circumstances. Some institutions and laws use affirmative action to attempt to overcome or compensate for the effects of racial discrimination. In some cases, this is simply enhanced recruitment of members of underrepresented groups; in other cases, there are firm racial quotas. Opponents of strong remedies like quotas characterize them as reverse discrimination, where members of a dominant or majority group are discriminated against.

Discrimination based on skin color

Discrimination based on skin color

Discrimination based on skin color, also known as colorism, or shadeism, is a form of prejudice and discrimination in which people who share similar ethnic traits and people who are perceived as belonging to a darker skinned race are treated differently based on the social implications that come with the cultural meanings that are attached to their darker skin color.

Religious discrimination

Religious discrimination

Religious discrimination is treating a person or group differently because of the particular beliefs which they hold about a religion. This includes instances when adherents of different religions, denominations or non-religions are treated unequally due to their particular beliefs, either by the law or in institutional settings, such as employment or housing.

Sexism

Sexism

Sexism is prejudice or discrimination based on one's sex or gender. Sexism can affect anyone, but it primarily affects women and girls. It has been linked to gender roles and stereotypes, and may include the belief that one sex or gender is intrinsically superior to another. Extreme sexism may foster misogyny, sexual harassment, rape, and other forms of sexual violence. Discrimination in this context is defined as discrimination toward people based on their gender identity or their gender or sex differences. A notable example of this is workplace inequality.

Ageism

Ageism

Ageism, also spelled agism, is discrimination against individuals or groups on the basis of their age. The term was coined in 1969 by Robert Neil Butler to describe discrimination against seniors, and patterned on sexism and racism. Butler defined "ageism" as a combination of three connected elements. Originally it was identified chiefly towards older people, old age, and the aging process; discriminatory practices against older people; and institutional practices and policies that perpetuate stereotypes about elderly people.

Ableism

Ableism

Ableism is discrimination and social prejudice against people with disabilities and/or people who are perceived as being disabled. Ableism characterizes people as they are defined by their disabilities and it also classifies disabled people as people who are inferior to non-disabled people. On this basis, people are assigned or denied certain perceived abilities, skills, or character orientations.

Independent Broad-based Anti-corruption Commission

Independent Broad-based Anti-corruption Commission

The Independent Broad-based Anti-corruption Commission (IBAC) is Victoria's anti-corruption agency with jurisdiction over the public sector. It does this by:investigating serious corruption and police misconduct informing the public sector, police and the community about the risks and impacts of corruption and police misconduct.

Business ethics

Business ethics

Business ethics is a form of applied ethics or professional ethics, that examines ethical principles and moral or ethical problems that can arise in a business environment. It applies to all aspects of business conduct and is relevant to the conduct of individuals and entire organizations. These ethics originate from individuals, organizational statements or the legal system. These norms, values, ethical, and unethical practices are the principles that guide a business.

Code of conduct

Code of conduct

A code of conduct is a set of rules outlining the norms, rules, and responsibilities or proper practices of an individual party or an organization.