Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
Wrong hiring decisions can lead to losses for the company. When losses are due to theft, misconduct, or corruption, the company suffers financially, and its goodwill in the market is also harmed. Since a company’s business ethics act as its moral compass, it is essential to make a hiring decision while taking those values into account. But how do you evaluate a candidate’s business ethics? This blog offers the standards for judging applicants for workplace business ethics.
Business ethics are the principles that act as guidelines for how a company should conduct itself. They cover social responsibility, business governance, and whistleblowing. Business ethics instruct employees about moral standards and the consequences of breaking them.
They safeguard the interest of the involved parties and emphasize moral and social values such as consumer protection, welfare, business practices, and social service.
Fundamental principles of business ethics
In business, corporate ethics are vital. They serve as the foundation for the organization’s values and commercial decisions. It is important to choose applicants who share your company’s beliefs. It reduces the chance of a hiring mistake and raises the efficiency of service delivery once the person has been hired.
The reasons why a business should screen applicants for business ethics include the following:
An organization's success depends on having a positive reputation among its customers. Business ethics aid in establishing and maintaining this reputation. Employees who uphold good business ethics work to maintain an organization's reputation and improve and preserve its image.
An organization's strategic decisions are based on its corporate principles. As employees act as the agents of a company, it is vital that their ethics match those of their employers.
Candidates with high ethics are motivated and known to be productive, which helps increase a company's productivity.
An organization's moral standards help establish credibility with the public. Customers are more likely to purchase a company's goods if they are sincere.
Candidates with strong business ethics are good at working in teams and have confidence in one another.
Candidates that uphold corporate ethics provide better services that meet company standards and customer needs. Employees who act ethically put the needs of the clients first and increase overall sales.
For a company to perform well, it is critical to find candidates who are not only qualified for the position but also aligned with the company’s ethical policies.
Here are a few suggestions that aid in assessing applicants for business ethics:
The responses to behaviorally-based interview questions cannot be prepared in advance since they are situation-specific. By observing how an applicant reacts to particular situations, one can gauge their sincerity and ability to resolve conflicts.
Give the candidates real-world problems and scenarios to see how they approach tackling them. You will gain knowledge about how they operate and behave in the workplace.
A candidate's competency-related behavior can be evaluated using a valid competency-based assessment. Their strengths, flaws, and other attributes are analyzed. You can learn from this evaluation about their expected behavior in the workplace and how they will interact with clients.
By asking the candidate to discuss the challenging situations they encountered at their present or previous jobs, you can gauge how diplomatic they are. Finding a harmonious balance between praising the potential employer and showing respect for the past might be challenging. The interviewee's method in doing so will reveal how ethical they are.
The candidate must be capable of handling the tasks by themselves as well as in a team while staying humble and respectful.
A candidate must blend into the culture of your business. To ensure this, you should tell the applicant about the company's culture, provide them with a probationary period and assess their ability to work effectively with others.
Examine the candidate's past successes, how they overcome challenges, and their ability to think creatively.
Applicants are prompted to write responses to survey questions assessing their corporate ethics. These polls aid in forecasting the candidate's response to certain situations. It evaluates their commercial judgment, adherence to organizational culture, and ethical behavior.
Pay attention to the candidate's body language, speech tone, and stance, which conveys the candidate's eagerness to accept the position.
To receive an accurate assessment of a candidate, you must ask for references to confirm their statements and gain insight into the candidate's abilities and previous responsibilities from their reporting managers, supervisors, colleagues, and clients. Ask the candidate to describe the most impressive thing they accomplished while working for their previous employer.
The employer can assess if the candidate is a good cultural match for the firm by looking at their accounts on social media websites, such as Facebook, LinkedIn, and Twitter.
The psychometric tests developed by Mercer | Mettl assess a person’s IQ, conduct, aptitude, and personality.
Our psychometric tests assess a candidate’s ability to think critically and reason using scientific theories. While reasoning looks at an applicant’s verbal and nonverbal talents, critical thinking looks at a candidate’s ability to analyze situations and gauge if the candidate would fit into the company’s culture.
Three areas where Mercer | Mettl assists with recruiting for business ethics
The Personality Profiler Test by Mercer | Mettl provides a comprehensive evaluation of the candidate’s personality. It evaluates their skills in flexibility, emotional control, and dependability.
Gaining an understanding of an employee’s characteristics, such as behavior, personality, and drive, can help an organization reach optimal efficiency. The Personality Test improves employee engagement and experience.
The candidate’s capacity for critical thought is assessed using the Mercer | Mettl Critical Thinking Test.
The Abstract Reasoning Test by Mercer | Mettl assesses a candidate’s aptitude for managerial and individual contributor jobs. It assesses a candidate’s ability to think outside the box, analyze problems in fresh ways, and make logical connections between various ideas.
The abstract reasoning test evaluates a candidate’s aptitude for connecting disparate pieces of knowledge, spotting patterns and linkages, and coming up with creative solutions to challenging issues.
In the contemporary business world, ethics are crucial. They affect how companies operate and communicate. Determining right and wrong in the workplace aids both individuals and companies.
In this post, we’ve spoken about how crucial it is to examine candidates for their business ethics in addition to their technical aptitude. We’ve also discussed how Mercer | Mettl provides the appropriate tests to examine an applicant for business ethics.
During a job interview, an applicant's work ethic can be evaluated by asking behavioral questions about their prior experiences, past responses to challenging situations, and:i) How the candidate manages their workload, ii) The candidate's time management techniques, iii) The applicant's immediate and long-term career objectives, iv) The applicant's dedication to work.
Identification, screening, shortlisting, and interviewing of qualified applicants for a position is known as recruitment.Here are the ethical principles to be followed in recruitment:i) Authenticity, ii) Character, iii) Integrity, iv) Morals, v) Motivation, vi) Respectability, vii) Transparency
Originally published November 9 2022, Updated November 9 2022
The primary objectives of recruitment and selection are to ensure high-quality candidates who are culturally fit and work toward shared organizational goals and vision.