Навігатор принципів та стандартів професійної етики HR-менеджерів і спеціалістів рекрутингових агентств

Abstract

У статті представлено навігаційну схему орієнтування принципами професійної етики HR-менеджерів згідно з етичним кодексом, затвердженим Society for Human Resource Management (SHRM). Визначено зміст і професійно-етичні настанови для них за кожним із принципів, серед яких слід назвати професійну відповідність, професійний розвиток, етичне лідерство, неупередженість і справедливість, конфлікт інтересів, використання інформації. Крім того, сформовано навігатор стандартів професійної етики, що ними керуються спеціалісти рекрутингових агентств (менеджери з підбору персоналу або рекрутери), за результатами аналізу сайтів великих мережевих та бутікових рекрутингових компаній США, етичних кодексів рекрутерів, розроблених міжнародними рекрутинговими асоціаціями, а також самостійно доповнені автором. The scientific article presents a navigation scheme for guiding the principles of professional ethics of HR-managers according to the code of ethics approved by the Society for Human Resource Management (SHRM). The content and professional and ethical guidelines for them are determined according to each of the principles, including: professional compliance, professional development, ethical leadership, impartiality and fairness, conflict of interest, use of information. In addition, a navigator of professional ethics standards has been formed, guided by specialists of recruitment agencies (recruitment managers or recruiters) in relation to clients of customers (individuals – job seekers and legal entities – employers), based on the analysis of large network and boutique recruitment sites of USA companies and codes of ethics for recruiters, developed by international recruitment associations, as well as independently supplemented by the author. In particular, the paper considers such professional standards as: absence of discriminatory manifestations in relation to the candidate at all stages of selection; ban on their enticement, including through the principle of practice “off-limits” (studied different approaches to the scale of its distribution, timing, obstacles to “closed access” for employment intermediaries, provided proposals to avoid conflicts of interest in its use); ensuring the confidentiality of information; constant communication with the customer company; providing the most reliable information to the candidate and the employer; consent from the candidate for the transfer of his personal data; inadmissibility of the offer of one candidate to several customers; refusal to cooperate with “unreliable” clients; prevention of informal relations between the specialist of the recruiting agency and the candidate. It was found that the development of a civilized recruitment market in Ukraine is hindered by the lack of consolidated, adapted to the domestic realities of the recruitment business and officially recognized by its representatives as professional standards of the code of ethics for recruiters.