A BRIEF HISTORY OF ETHICAL RECRUITMENT
The history of ethical recruitment is relatively short, but it has been hailed as need of the hour in recent years. The term "ethical recruitment" describes the process of recruiting and hiring workers in a way that is FAIR, TRANSPARENT, and RESPECTFUL of the rights of pretty much everyone involved in the process, primarily the rights of the candidates applying for the job, and secondarily the employer who is hiring as well as the agency who mediated the interactions between job seekers and job givers.
The first major international agreement on ethical recruitment was the International Labour Organization's (ILO) Convention 97 on Migration for Employment (Revised), which was adopted in 1949. This convention established a number of principles for the protection of migrant workers, including the right to be free from discrimination, the right to a fair wage, and the right to return to their home country.
In the 1990s, there was a growing awareness of the problem of human trafficking, and this led to the development of a number of codes of conduct and other initiatives to promote ethical recruitment. One of the most important of these initiatives was the ILO's Private Employment Agencies Convention, 1997 (No. 181). This code sets out a number of standards that recruitment agencies must meet in order to be considered ethical.
In recent years, there has been a growing focus on ethical recruitment in the context of international development. The ILO's Fair Recruitment initiative in the context of labour exploitation in development sector by unscrupulous employment agencies and individuals was developed in 2014, and this framework provides guidance to governments, employers, and recruitment agencies on how to ensure that recruitment practices are ethical and do not lead to exploitation of migrant workers.
Today, there is a growing consensus that ethical recruitment is essential for ensuring that the benefits of labor migration are shared fairly and that migrant workers are protected from exploitation. There are a number of organizations that are working to promote ethical recruitment, including the ILO, the International Organization for Migration (IOM), and the Responsible Business Alliance (RBA), and The Fair Hiring Initiative Inc.
Ethical recruitment is not only good for the individual candidates, but it is also good for businesses and for society as a whole. By ensuring that recruitment practices are ethical, we can help to create a more just and equitable world.
WHY ETHICAL RECRUITMENT?
Ethical recruitment is of paramount importance in light of the concerning statistics and challenges faced in the foreign employment sector. From the financial year 2019/20 to October 2022, a staggering 6,778 workers, both individually and institutionally, lodged complaints citing various forms of fraud within the sector. The year 2021/22 alone witnessed 3,155 individuals and institutions registering complaints related to fraud. Such practices involve unscrupulous agents and institutions taking money from potential migrants with promises of overseas employment, only to backtrack and leave them stranded without fulfilling their commitments. This alarming trend has inflicted a painful wound on the foreign employment sector, tarnishing its reputation and affecting even genuine manpower service providers.
It is Vision & Value's responsibility to educate all migrants seeking careers overseas that charging exorbitant fees to migrant workers is against national and international policies and rules. An onus that falls on us is to inform even the candidates who do not seek any assistance from VNVNEPAL to go abroad with must understand that he or she is not liable to pay any money, other than those stipulated under government obligations, to any individual or institution, such as agents, sub-agents or a manpower recruitment agency. We are dedicated to empowering candidates with knowledge and awareness, ensuring they can make informed decisions and protect their rights during the recruitment process. Our commitment to ethical recruitment extends to fostering a fair and transparent environment that benefits both candidates and employers while deterring fraudulent practices that mar the foreign employment sector.
WHY ZERO COST RECRUITMENT?
Zero-cost recruitment stands as the gold standard of ethical recruitment processes, reflecting our commitment to candidates' welfare and fair employment practices. At Vision & Value Overseas Pvt. Ltd., we firmly believe that candidates should never bear any financial burden during the recruitment journey. Eliminating recruitment fees ensures that candidates are not exploited or misled by unscrupulous agents or agencies seeking to profit at their expense. By adhering to the zero-cost principle, we strive to create a transparent and trustworthy environment where candidates can pursue overseas opportunities without fear of financial exploitation. Emphasizing zero-cost recruitment is not just a matter of ethical responsibility; it is a fundamental belief in the dignity and respect owed to every aspiring migrant worker. We take great pride in upholding the gold standard of ethical recruitment, ensuring that candidates' dreams of overseas careers are realized through a fair and just process.
DIFFERENCE BETWEEN ETHICAL AND ZERO-COST RECRUITMENT
The two terms are often used interchangeably. Even at VNVNEPAL, we do that quite often. However, there’s a subtle difference between the two terms that everybody needs to understand.
|Refers to the practice of recruiting workers in a way that is fair, transparent, and respectful of their rights.
|Workers are not charged any fees for the recruitment process.
|Can include zero cost recruitment.
|In some cases, it may be the only feasible way to ensure that workers are not exploited.
|Zero-cost is not always possible, as the employer may not be able to afford to bear the full costs of recruitment, such as, government fees, medical costs (eg: GAMCA medical), insurance costs etc.
|Is a specific type of ethical recruitment in which “cost” is given more priority than the opportunity itself.
|Workers are clearly and honestly informed about the job, job position, employer's identity, host country, salary, benefits, facilities (food, accomodation and transportation), and any government charges, if applicable. They are also assured of freedom of movement and the right to retain personal documents.
|In some cases, unethical recruitment practices can occur, such as sending a worker overseas without charging them any money, but then sending them to the wrong worksite or temporarily holding their legal documents.