1.1 Oversees their own role within the entire recruitment process.
1.2 Has knowledge of how the labor market works.
1.3 Has knowledge of the industry for which recruitment is conducted.
1.4 Can assess the feasibility of the recruitment demand/need and advise on it.
1.5 Is skilled in correctly assessing profiles and applies selection tools appropriately.
1.6 Uses a verifiable selection framework.
1.7 Can correctly apply the instruments used.
2.1 Contributes positively to the overall reputation of the recruitment profession.
2.2 Does not approach candidates with fictitious vacancies or vacancies without an assignment.
2.3 Does not hinder candidates in freely applying for other vacancies.
2.4 Does not approach organizations with fictitious candidate profiles.
2.5 Upon placement, the Recruiter agrees with the organization on a period within which the candidate will not be approached for other vacancies.
2.6 After leaving an organization, the Recruiter does not approach employees during a previously agreed period.
2.7 Is transparent about activities that may conflict with the assignment or interests.
2.8 Ensures a balanced consideration of interests and strives for the appointment of the most suitable candidate.
2.9 Provides requested and unsolicited advice from an independent position based on expertise.
3.1 Is aware that (un)conscious biases may exist and takes an active role in eliminating them and combating discrimination.
3.2 Knows the legal frameworks applicable to discrimination and applies them.
3.3 Ensures selection is based on verifiable job-relevant criteria and is accountable for this.
3.4 Oversees professional recruitment and selection by all stakeholders, takes precautions to prevent discrimination and speaks out in cases where professional, fair selection is at stake.
3.5 Ensures that any preferential policy pursued by the organization is known to all stakeholders.
4.1 Communicates transparently, respectfully, honestly and based on correct information.
4.2 Represents the organization, activities and selection criteria in all offline and online communications in accordance with reality, in the best interests of all parties.
4.3 Is accessible and provides feedback according to prior agreements.
4.4 Can explain a vacancy, organization, procedure and employment conditions to candidates.
4.5 Knows which information is confidential, can explain this clearly and only shares it after permission from the relevant party(ies).
4.6 Informs candidates as agreed and ensures that after the interview the candidate receives relevant (constructive) feedback from one of the interviewers.
4.7 Indicates in advance where AI is used, for example in the privacy statement.
5.1 Has knowledge of and acts in accordance with relevant laws and regulations, including—but not limited to—labor law, GDPR, applicable collective labor agreements, AI Act, civil service law, etc. Where knowledge is insufficient, the Recruiter seeks expert support.
5.2 In case of violation of applicable laws and regulations, the Recruiter identifies this in time and acts proactively towards the relevant party(ies).
5.3 Acts in accordance with the NVP Recruitment Code.
6.1 Acts in accordance with the GDPR.
6.2 Informs the candidate about how the organization handles personal data.
6.3 Requests and uses only information necessary to assess the candidate’s suitability for the vacancy.
6.4 Informs the candidate that all information provided that is relevant to the vacancy assessment will be shared.
6.5 Both before, during and after cooperation with the organization, the Recruiter handles information carefully and confidentially to safeguard the candidate’s privacy.
7.1 Has knowledge of the full employment conditions applied by the organization.
7.2 Informs the candidate as early as possible about the employment conditions.
7.3 Can assess where there is room for negotiation in the employment conditions.
7.4 Contributes to a stable and consistent remuneration policy without discrimination.
8.1 Proactively informs stakeholders and candidates about AI use in the recruitment process.
8.2 Ensures human oversight of the final decision where AI has been used.
8.3 Does not enter personal data into public or unsecured AI systems. Only uses AI systems in which privacy and data security are demonstrably guaranteed.
8.4 Only uses AI tools that comply with laws and regulations.
8.5 Ensures objective selection through bias-free systems.
8.6 Is open to feedback on the use of technology.
8.7 Is aware of the ethical implications of using AI.
8.8 Is accountable for the use of AI.