6.3.3 Legal and ethical considerations in recruitment

• What are legal considerations in recruitment?

  Laws ensuring fairness in hiring
• The Equality Act 2010 prohibits discrimination based on age, disability, gender, race, religion, sexual orientation, and marital status.
• Not hiring a candidate due to their age is an example of illegal discrimination
• Match the legal or illegal recruitment practice with its description:

  Legal Practice ↔️ Basing decisions on job-related skills

  Illegal Practice ↔️ Making decisions based on protected characteristics
• What are ethical considerations in recruitment?

  Moral principles guiding hiring
• Honesty in recruitment involves providing truthful information about the job and the company.
• Falsely advertising job benefits is an example of an unethical practice
• Match the ethical or unethical recruitment practice with its description:

  Ethical Practice ↔️ Standardized interview questions

  Unethical Practice ↔️ Misleading job descriptions
• What is the role of ethical considerations in recruitment?

  Ensure fair and honest hiring
• Evaluating candidates based on personal characteristics is a fair and ethical recruitment practice.

  False
• Favoring certain candidates due to personal connections is an example of an unethical practice.
• Order the following steps of an ethical recruitment process:

  1️⃣ Provide truthful job information

  2️⃣ Use standardized interview questions

  3️⃣ Evaluate candidates fairly

  4️⃣ Provide timely feedback
• What are anti-discrimination laws and regulations designed to prevent?

  Unfair treatment in hiring
• Key protected characteristics include age, gender, race, religion, disability, sexual orientation, and marital status.
• Discriminating based on protected characteristics is an example of an illegal practice.
• What is the General Data Protection Regulation (GDPR)?

  Law ensuring data privacy
• Data minimization involves collecting only necessary data from candidates.
• Having a valid reason to collect and store candidate data is a principle of lawful processing under data protection laws.
• What does the General Data Protection Regulation (GDPR) ensure in recruitment?

  Fair and secure data processing
• One key principle of GDPR is lawful processing
• Data minimization requires collecting only necessary data.
• Where is the General Data Protection Regulation (GDPR) applicable?

  UK and EU
• Accuracy in data handling means ensuring data is accurate and up-to-date
• Sharing candidate data without consent is a non-compliant practice under GDPR.
• Match the data protection practice with its non-compliant counterpart:

  Storing data securely ↔️ Sharing data without consent

  Providing clear data usage information ↔️ Retaining unnecessary data

  Allowing candidates to access their data ↔️ Failing to correct inaccurate data
• What does the Equality Act 2010 prohibit in the UK?

  Discrimination based on protected characteristics
• Refusing to interview someone with a disability is an example of illegal discrimination
• Order the steps of legal and ethical recruitment practices:

  1️⃣ Base decisions on job-related skills

  2️⃣ Use fair interview questions

  3️⃣ Provide reasonable accommodations
• Honesty in recruitment means providing truthful information about the job and company.
• Anti-discrimination laws ensure equal opportunities based on protected characteristics
• What are some key protected characteristics under anti-discrimination laws?

  Age, gender, race
• Match the legal recruitment practice with its illegal counterpart:

  Basing decisions on job-related skills ↔️ Discriminating based on protected characteristics

  Using fair interview questions ↔️ Asking irrelevant personal questions

  Providing reasonable accommodations ↔️ Ignoring candidates with disabilities
• The General Data Protection Regulation (GDPR) ensures candidates' data is processed fairly and securely
• Lawful processing in recruitment means having a valid reason to collect and store candidate data.
• Data minimization requires collecting only necessary data.
• Ensuring data accuracy means keeping it up-to-date.
• What is the primary goal of fair and unbiased recruitment practices?

  Equal opportunities for all
• Match the fair and unfair recruitment practices:

  Standardized criteria ↔️ Employing personal bias

  Diverse interview panels ↔️ Favoring candidates from personal networks
• Compliance with legal and ethical considerations in recruitment enhances organizational trust and credibility.
• Key legal considerations include the Equality Act 2010, GDPR, and labor laws