Ethics

9 min read

Focusing on the businesses we serve and the candidates we assist in part, or who participate in a selection-and/or search process(es) we follow the ethical rules below. We see them as a working tool included in our everyday.

Ethics with:

This step is usually included in all of our selection and research assignments in order to provide clarity to our stance and ensure compliance with applicable laws: “4selection views diversity as a strength and encourages everyone to apply for open positions, regardless of age, gender, ethnicity, religion, political affiliation, trade union membership, ethnic origin, health status, or sexual orientation.”

4Selection reviews a number of candidates suitably and ranks them internally after determining each candidate’s fitness for the position.

We are aware of the potential value of a candidate’s talent in the competition between companies.
As a result, the only candidate that matches the client’s requirements.

Since 4selection offers a wide range of applicants, working for a company that is one of 4selection’s clients does not automatically qualify or exclude one from being a presentee for a client.

Naturally, we abide by Danish, European, and international law.

We also do not collect information or make decisions based on age, gender, ethnicity, religion, political affiliation, trade union membership, ethnic origin, health, or sexual orientation.

We think it is crucial to note that we abide by the rules set forth by the Danish Ministry of Gender Equality. For instance, in regards to applicants who are carrying a child or who are expecting one, “There is no need to ask when you are not allowed to put weight on this information about pregnancy during a job interview, as a beginning point.”

References will be contacted only with the prior written consent of the candidate. References received from rapporteurs will be communicated to our corporate clients in a concluding edition.

We make reference calls to former employers as well as to two of the candidate’s specified confidential colleagues from previous posts, and references will only be contacted with the candidate’s prior written consent.

In a final edition, our corporate client will receive the references that the rapporteurs have provided.

We contact the candidate’s two designated confidential coworkers from prior positions, as well as the people she described as “a dear friend,” in addition to the candidate’s previous employers.

Unless the candidate specifically requests it, no references from the candidate’s current employer, place of employment, or firm are contacted.

In order to avoid unduly burdening the candidate’s references, we will not get in touch with references we have gathered during the dialogues until the corporate customer gives their approval for the candidate to be presented.

References indicated by the candidate as “a good friend.” No reference from the candidate’s current place of work, current employer, or company is contacted unless the candidate has clearly requested it.

References obtained are first made in the last part of the recruitment process, so we do not burden the candidate’s references unnecessarily.

The use of personality tests and analyses at 4selection ensures that we provide thorough oral feedback to the candidate based on the results of psychological tests, which are shared in a concluded verbal format. When the candidate meets with one of our psychologists, our advisor will introduce them by name and title and provide business cards.

If a candidate wishes to have an additional dialogue with the psychologist who provided feedback on the test or analysis, they may do so at no extra cost. The psychological tests and analyses we choose to use have no affiliation with religious organisations, movements, or groups. Naturally, as a minimum, we adhere to the guidelines published by the Danish Psychological Association concerning professional psychological tests and assessments.

Additionally, we work differently by using competence, knowledge, and skills cards and having a direct dialogue with the candidate, discussing their level of talent. We place significant focus on the candidate’s response patterns throughout this process. Finally, some opinions regarding the candidate’s talent, which we observe in relation to the role, may also be discussed in dialogue with their references.

4selection is politically neutral in both national and international policy. We have a neutral attitude towards religion, and we are not members of any organisation or association that has a political flavour. We do not have any affiliation or association with religious movements of any kind. The psychological tests and analyses that we choose to use have no connection to religious organisations, movements, or organisations. 4selection only focuses on human resource management, selection, & search. In addition to the code of ethics we have mentioned, we also follow a legal initiative that supports our ethical working practices.

Keeping and managing private data 4selection holds all information regarding companies, candidates, and persons in the strictest confidence.

Data is stored behind double-locked doors. Hard drives, computers, and physical documents are kept in Rosengren’s Grade 5 safes. Access to the content is restricted to each case’s committed advisers. These safety precautions meet even the most stringent standards that we have observed.

Without the express consent of our corporate clients, private citizens, or businesses, we refer to or do not transfer material. No one to whom we are not authorised is referred by us. We guarantee that candidates contacting 4selection will not receive specific information about our business clients.

When a candidate is invited to an interview with 4selection, the candidate is invited to fill out a consent form. The consent form shall be examined verbally with the candidate present. The consent form includes elements that are mandatory requirements for the candidate to consent to, as well as optional subjects. The consent form is a confidential statement with a focus on the information that the candidate receives about the position and company.

Candidates are to be included in our candidate databank, whereby we can have contact information for the candidate, but this is the candidate’s completely free choice. This choice does not have an impact on one’s “location” in a selection and/or search process.

The website candidatedatabank.com is related to 4selection; 4selection operates the website, and it is the spot where we present available jobs and communicate with candidates. On this website, you can find the jobs announced by our clients.

The best matching candidate is presented first to the client when the candidate has given her or his consent and is selected as a candidate. The presentation is given in writing to the client. It is 4selection’s responsibility, as related to the law and guidelines issued by the Data Inspectorate, to ensure the status of the candidate who has been hired and the candidates who have been presented (the data sent to the customer company), but not employed. The customer operator is obliged to inform 4selection about this matter.

Candidates who choose to withdraw/pull their candidature back cannot be contacted further. We typically ask for the reason for the withdrawal as well as whether the candidate would like to be included in our candidate database. The candidate can choose not to comment on this choice, which will not diminish the candidate’s reputation in any way now or in the future.

Retention of candidate data and material after completing the task: material from candidates who are not employed will be shredded within 5 working days after the task is completed, unless the candidate has become a member of our candidate databank.

If the candidate is presented to the customer we retain, for the sake of compliance with data laws, the information that is passed on to our corporate clients is for 1 year. Approval for this is included in our consent form.

4selection is a registered company in Denmark, with Registered Company number. DK-29741239. Our permission to have a recruitment company governed by Danish and European legislation. Danish Data Protection Agency approval/reg no: 2006-46-0353.
4selection
Edvard Grieg’s Gade 7,
2100 Copenhagen OE
Denmark
Website: www.4selection.com
Office hours by appointment.
Denmark: +45 5019 5837.
Monday to Friday 10 a.m. – 5 p.m.
Danish time zone.

4selection
Edvard Grieg’s Gade 7,
2100 Copenhagen OE
Denmark
Website: www.4selection.com
Office hours by appointment.
We love to talk, find phone here!
Monday to Friday 10 a.m – 5 p.m.
Danish time zone.
4selection is a registered company in Denmark, with Registered Company number. DK-29741239. Our permission to have a recruitment company governed by Danish and European legislation. Danish Data Protection Agency approval/reg no: 2006-46-0353.

Last updated: November 3, 2024 at 10:50 am

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