General Hiring Ethics

General Hiring Ethics



A key element of our business is the ongoing recruitment and placement of staff. The core policy statement was adopted by the management of Infotek Consulting at its founding.

The standards that follow are intended to apply to the recruitment of any candidate whether for full-time employment or contractual employment with Infotek Consulting or with their clients.

The standards are offered not as rules to serve every situation, but with the expectation that they will provide a foundation for appropriate practices. The spirit of openness and shared responsibility which these standards are intended to convey are consistent with DEI as well as other guiding principles in the recruitment of I.T. resources.


The Preparation of a Job Order

Prior to the preparation of a Job Order, there should be agreement among all responsible parties on each major element of the position (e.g. rank, job description, mandatory and desirable skills, salary and benefits and interview process), how the position relates to the likely needs for the future, the expectations concerning the professional work of the candidate being recruited, and the resources that will be provided to help the candidate meet those expectations.

A Recruiter or Account Manager that announces a search should be genuinely engaged in an open process of recruitment for that position. Job Orders should be published and distributed as widely as possible to reach all potential candidates. This may include specialized outreach to equity seeking Consultings. The procedure established for reviewing applications and for selecting final candidates should be consistent with the Infotek’s announced criteria and commitment to a fair and open search.

All Job Orders should be clear concerning rank, the length of the appointment, whether the position is for full time, term or contract tenure, whether the availability of the position is contingent upon funding or other conditions, personal commitment expectations, and requisite experience and credentials. Criteria and procedures for promotion, as well as other relevant information, should be made available to all interested candidates upon request.


Confidentiality, Interviews, and the Final Decision

Account Managers and Recruiters should respect the confidentiality of candidates. Infotek may contact references, including person who are not identified by the candidate, but it should exercise discretion when doing so. Account Managers and Recruiters should not make public the names of candidates without having given the candidates the opportunity to withdraw from the opportunity.

Those who participate in the interview should avoid any discriminatory treatment of candidates. All communications with the candidates concerning the position should be consistent with the information stated in the Job Order for the position. Assistance will be provided to those candidates with accessibility issues.

Candidates should be prompted to disclose in a timely fashion any conditions that might materially bear upon the Infotek Consulting’s decision to offer the position (for example, unusual moving costs, a delayed stating date, planned vacation, or the intention to retain an affiliation with their prior employer).

If candidates request information about the progress of the search and the status of their candidacy, they should be given information.

The Infotek Consulting’s decision about which candidate will be offered the position should be consistent with the criteria for the position and the duties as stated in the Job Order. If the selection of the final candidates will be based on significant changes in the criteria for the position or the duties as stated in the original Job Order, the Account Manager should prepare a new Job Order and stat a new search.


The Offer and Acceptance

Infotek Consulting may wish to provide informal notification to the successful candidate of its intention to offer a position, but the formal offer itself should be an unequivocal letter offering the position signed by the responsible Infotek officer. “Oral offers” and “oral acceptance” should not be considered binding, but communications between the successful candidate and those representing Infotek should be frank and accurate, for significant decisions are likely to be based on these exchanges. The written offer should be given to the candidate within five days of Infotek having conveyed and intention to make the offer.

The terms of an offer to an individual should be consistent with Job Order for the position. Each of the following should be stated clearly in the offer letter (i) the initial rank; (ii) the length of the position; (iii) conditions of renewal; (iv) the salary and benefits; (v) the duties of the position; (vi) as applicable, the maximum length of the probationary period; (vii) as applicable, the Infotek Consulting’s “startup” commitments for the position (for example, equipment and office space); (viii) the date by which the candidate’s response to the offer is expected, which should be not more than two days from the receipt of the offer; and (x) details of Infotek Consulting’s policies and regulations that bear upon the position. Specific information on other relevant matters also should be conveyed in writing to the prospective employee.

The acceptance of a position is a candidate’s written affirmative and unconditional written response sent by the candidate to the Infotek Consulting no later than the date stated in the letter offer. If the candidate wishes to accept the offer contingent upon conditions, those conditions should be specified and communicated promptly in writing to Infotek Consulting.