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Ethics in Recruiting

Creating Order in the Recruiting Universe

Focus: Legal, ethical recruiting/staffing practices Goals: View practices; form desirable standards; formulate uniform Code, enforcement measures Think Tank for professionals to discuss, compare, contrast issues, cases; share research, legislation

Classes, Training, and Events

Rating Systems


Please contact the site moderator with links and descriptions of additional rating systems

The Pundit

Where Do I Start?

Where do I start? It feels like I’ve been hit by an avalanche of stuff that relates to “ethics” that’s been having falloff for about the past four to six months. All of the underlying principles and concepts (one would think) are common knowledge and regular practice. But there are people out there who say [...]

The Information Age and Full Disclosure

A friend twittered the following information from a news story earlier today: “Personal disclosure..Pew Internet & American Life study ‘Digital Footprints’ 60% not worried about how much info is avail about them online.” A few days ago, there was news reportage here about personal privacy on the Internet. According to someone’s study, an even larger percentage of [...]

Crystals or Pieces of Gold

This past Monday was the last session of a small business marketing class I was taking. It was somewhat satisfying. As the six classes progressed, there were some interesting dynamics that evolved. We described our business offering. I disclosed a menu of my services which includes consultation and training. At various junctures, we faced ethical challenges [...]

The Ultimate Test of Values

Two Weekends of Fires Last weekend, there was a collision in one of the truck tunnels here in Southern California. The accident caused a pile-up of approximately 30 vehicles in the tunnel as a ball of fire rolled through and engulfed everything in its path. As I listened to the reportage (and as all of us [...]

Minimizing Conflict

One of the things that can really get an argument going is poor communication. There are numerous reasons underlying the deficiency. One party doesn’t listen to the other. The other doesn’t understand what was said. Both parties are using the same terms but different definitions of the terms. They don’t see eye to eye. They [...]

Management Issues

The HR Executive's Role in Rebuilding Trust
By Dennis S. Reina and Michelle L. Reina

Organizations that foster trust are more profitable. Yet, trust is complex and hard to earn. There is only one thing that builds trust – the way people behave. To earn and sustain trust, HR leaders must become aware of the behaviors that build and break trust – and know how to rebuild it again and again.

American-Style Loyalty Spreads to Asia
By Peter Cappelli

Retention has eroded sharply as Asian-based companies have pursued shareholder value and responded to competitive challenges at the expense of employees. But while similar factors may have spurred this development, the solutions being embraced by the different countries vary.

Great Expectations
By Tom Starner

The Internet has become a valuable recruiting tool during the last 10 years. However, many say it still has far to go to reach its potential for finding and attracting passive candidates.
 

Ground Rules

Although not scientifically formulated, here are some of the ground rules for us to follow. Please let me know if something needs to be added:

  1. Discuss the theory, analyze examples
  2. Speak to fellow members with respect
  3. No name calling, insults, braggadocio, screaming, shouting, or threats
  4. If you have a difference with another party, discuss it with them privately and civilly while striving to understand their perspective and terminology. If that doesn't work, call in one person to be a mediator. Still can't work it out? Bring it to the moderator.
  5. Gossip, drama for the sake of drama, and intrigue will not be tolerated.
  6. Please refrain from personal testimonials. Personal experiences as examples will probably work for analyzing in order to more clearly understand the situation. Refer to No. 1, above.
  7. It's okay to talk about the law and what you know or understand. But please do not practice law if you're not licensed to do so.
  8. Concerns about the governance of this Network will be brought to the moderator first.

Forum

What Drives Leadership?

A friend has posted a question on LinkedIn that essentially asks what colors leadership. It questions whether character shapes leadership or whether some type of system or systems are the underpinn... Continue

Tagged: military model, character, leadership, systems, technology

Started by Yvonne LaRose May 12

Non-HR Employment Legal Guides

In our various roles as recruiters and employment specialists, many issues along the employment spectrum come up that relate to what is the law. We strive to come up with answers by going to discus... Continue

Tagged: hiring, interviewing, managers, legal guides, employment law

Started by Yvonne LaRose May 11

Audio Conf: Bullying in the Workplace

We've heard about it. We've talked about it. I've examined many of the consequences of it. (If any of you are interested in knowing more about the signs as you're interviewing, please let me know.)... Continue

Tagged: abuse, ethics, management, coercion, bullying

Started by Yvonne LaRose Mar 6

Blog Posts

Part of the Strategy

I've been paying attention to one of my favorite sports recently -- basketball. Kobe fouled himself out of a recent game, some other team mates made some mistakes and fouls for which they lost even more players. But the Lakers still won. Some of those fouls and penalties were intentional; they were part of the strategy for getting the point on the play and the ultimate goal of winning the game. Bearing in mind the strategy of the various basketball plays for crowding, goal tending, traveling, c… Continue

Posted by Yvonne LaRose on March 30th, 2008 at 9:30pm — No Comments (Add)

First Steps: Standards and Definitions

It's been a while since anything's been said in this venue. So it must be time to shake things up again.

There are many things that can be discerned of the silence. That everyone has returned to the original venue even though it was supposed to be transferred here. That another venue has been formed and the discussions and thoughts are being exchanged there. That people have very little time and cannot get involved for the sake of time. In the alternative, there was one person who indicated t…

Continue

Posted by Yvonne LaRose on September 21st, 2007 at 8:17pm — No Comments (Add)

Unlearning Bad Habits

In the recent past, I've talked about accountability and then discussed being able to definitively point to what can be characterized as industry standards in relation to practices of the trade. I'd like to look at a few more of the industry practices that are unspoken but understood as the way things are done and ask for guidance abo… Continue

Posted by Yvonne LaRose on September 7th, 2007 at 9:57pm — No Comments (Add)

When Does Community Standard Prevail?

There's a question I have about the concept of "community standard" that's been a burning issue for a very long while. Even before returning to the world of recruiting, community standard issues have been part of my deliberations.

But as my role in the recruiting industry went from employee to independent and lessons about the unofficial way of doing things were revealed, I began questioning more emphatically and purposefully when a community standard will be upheld over public policy.… Continue

Posted by Yvonne LaRose on August 22nd, 2007 at 4:30am — 1 Comment (Add)

Training, Entry Discretion, and Regulation

Michael Lefebvre, of the National Association of Mortgage Brokers, was a guest on the August 8 Money 101 show on KNX Radio. He and Bob McCormick, host of the program, talked about many aspects of the mortgage lending industry. In particular, they discussed the ease of entry and the lack of training for loan officers, and the lack of lice… Continue

Posted by Yvonne LaRose on August 12th, 2007 at 4:30pm — No Comments (Add)

Enforcement and Compliance

Federal Regulations

It isn't a rating system. It is another industry's Code of Ethics, and the industry is extremely close to Recruiting. I wonder how effective the Code of Ethics of the Direct Selling Association is.

Then, there is the college recruiting side of the picture. Canadian Association for Co-operative Education Recruiting Ethics sets forth guidelines for the university, the student, and the employer.

Legal Notes

May 24, 2007:
Here are some case articles I found on ERI. They bring up some of the issues already posed before us. But they also provide some additional things to consider. Take them in and use the Forum to discuss any or all of them:

Some interesting cases:



U.S. 7th Circuit Court of Appeals, April 20, 2007
US v. Thompson, No. 06-3676
In a case against a section chief in Wisconsin's Bureau of Procurement alleging improper steering of a contract for political reasons, the conviction is reversed where there was no indication that defendant's motives were corrupt for purposes of 18 U.S.C. section 666, and neither an increase in salary for doing what one's superiors deem a good job, nor a feeling of increased job security, is a "private benefit" for the purposes of 18 U.S.C. section 1341. Read more...

Supreme Court of Texas, April 20, 2007
In re RLS Legal Solutions, LLC, No. 05-0290
A petition for mandamus to compel arbitration of an employment dispute is conditionally granted where the court of appeals erred in holding that the trial court did not abuse its discretion in denying employer's motion to compel arbitration of the dispute on the basis that relators used economic duress to force the plaintiff to agree to arbitration. Read more...

California Appellate Districts, April 17, 2007
On-Line Power v. Mazur, No. B189251
Order denying attorney's fees after settlement of action for unpaid wages pursuant to a statutory offer of compromise is reversed where the trial court erred in ruling that the Labor Code provisions ensuring an employee's right to payment of wages did not apply to salaried corporate executives. Read more...
 
 

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