October 22, 2021
Posted by: IMCS Category:IT Recruitment
Businesses and IT recruiting firmsneed to conduct recruitment processes that adhere to local, regional, and national jurisdictional laws. Failing to recognize the various types of IT recruitment compliance could give rise to potential compliance escalations on IT job recruitment agencies. Although the principle aim of any recruiting process is to hire the best candidate for the job, it must be done ethically and fairly. Lack of compliance not only risks heft penalties and sanctions, but also a ban on an organization’s or the IT job placement agencylicense to conduct business.
Although compliance is a complex topic, organizations must be willing to invest time, effort, and money to set their recruitment processes in place and hiring IT recruiting firms. Discrimination charges levied against organizations are proof of this fact. Labor courts or equivalent jurisdictional law enforcement entities have always conveyed the importance of this business process to organizations. But the fact of the matter isthat many organizations or IT job placement agency firms or the so called, best IT recruitersdo not have complete information on IT recruitment compliance.
Even if companies and IT job agencies understand some of the tenets of fair hiring, it is still inadequate to provide a comprehensive, fulfilling, non-discriminatory, fair, and equal recruitment experience to candidates by IT recruiting services firms. Compounding the complexity is the nature of the business, as no two organizations may have the same IT recruitment compliance requirements.
In this regard, organizations have been setting up compliance teams consisting of compliance officers and attorneys at IT recruiting firms. Corporate lawyers or attorneys are fully involved in creating, maintaining, updating, and evolving compliance processes, of which human resource recruitment can also be a part.
There are various aspects of IT recruitment compliance by IT recruitment companies. The following are some of them.
The best IT recruitment agencies do not make recruitment decisions based on color, race, religion, sexual orientation, gender identity, nationality, pregnancy etc. by IT recruitment companies. As an example, a job listing that states “Only males candidates may apply” is discriminatory. Unless there is evidence that the job requires this, then this type of job posting could raise escalations against IT job recruitment agencies. So it is important to articulate the right type of job postings. An inclusive job posting does not stipulate barriers for applying for the job based on any of the protected categories. However, for job listings that are only open to certain nationalities; IT job agenciesshould back such job listings by a government mandate.
The best IT recruitment agencies formulate questions that assess a candidate’s aptitude for the job. Questions revolving around gender, religion, race or color must not be asked by consultants at IT recruitment companies. One way to avoid this is to create interview templates. Such templates serve as an itinerary for the interview. These are pre-approved question banks by IT placement companiesfrom which interviews must not stray. Another common practice by best IT recruitersis to record the interview, so that the interviewer is forced to adhere to the commonly accepted interviewing protocol.
Checks on a candidate’s past professional and personal life by an IT recruitment consultancy can be done subject to approvals from the relevant regulatory authorities if the information sought by IT employment agenciesis highly sensitive. Employers have to substantiate the requiring of such sensitive information in order for them to make a hiring decision. In general, only the employment history, academic history, drug test history, convictions, and driving history of the candidate is checked by the IT recruitment consultancy. Any further check needs substantiation and the Top IT Consultancy Companies only do it based on specific job-related requirements. As per the Fair Credit Reporting Act, the governing set of laws for background verifications of prospective candidates, IT job placement services need to obtain written consent. Only upon receiving the written and signed consent from the prospective employee can the background verification team of the IT job placement agency proceed.
When a candidate does not qualify for an open position, it is the responsibility of the employer or IT job placement services to provide the right justification for the candidate’s rejection. Often, this is not the case with IT employment agencies. Thousands of job applications are turned down because of obscure or unknown reasons. The reason for rejecting a candidate can be internal to the company or IT recruiting services firm. This company or IT Consulting Servicesmay not reveal the reason, because it could be a business secret. But the candidate has the right to seek clarification by legal means. If by any chance, a rejected candidate seeks clarification through a legal mechanism, then the employer or IT job agenciesshould be ready with a valid reason.
Some of the metrics to assess the efficacy of IT recruitment compliance by IT placement agencies is as follow:
Having an effective IT recruitment process requires businesses to work with the best IT job recruitment agencies. Engaging such an IT placement consultancy that is well-versed with compliance, screening, onboarding, and recruitment saves organizations expenses, and increase their brand reputation. Contact IMCS for all your recruitment process. Write to firstname.lastname@example.org or call us at (972) 929-6600.