Recruitment Practices in Chile

• This document aims to address the discrepancy between recruitment practices in Chile and those based on scientific evidence
• The Colegio de Psicólogos de Chile and SCHIPTO established a National Commission to create technical guidelines for recruitment practices in Chile
• The document should serve as a deontological reference for professional practice in Work and Organizational Psychology
• The guidelines should be understood, used, and taught, indicating appropriate recruitment practices in work environments based on scientific evidence
• These guidelines are based on two assumptions: psychological practice should be based on validated theories, models, and tools; and psychologists should respect the dignity of individuals
• The document outlines the objectives of the commission and the team in charge; the principles, legal framework, and technical guidelines; and highlights questionable practices

Objectives of the Commission

• Work to develop and disseminate technical guidelines and standards based on evidence, ensuring the quality of recruitment and selection processes in Chile
• The specific objectives include identifying current practices in recruitment and selection, facilitating informative and training processes based on scientific evidence, and promoting reflection on the topics addressed

Principles for Technical Guidelines

• The principles are to guide the design of technical guidelines and standards for recruitment, selection, and evaluation of people in work contexts

Person-Job Fit

• Recruitment and selecting of people should consider the congruence between person-job and person-organization
• Aims to ensure that the candidate's abilities match the job, and their personal expectations align with the organization

Equity and Non-Arbitrary Discrimination

• Processes should promote equity in access to employment opportunities based on legal, technical, scientific, and ethical grounds
• Practices in recruitment should actively avoid discrimination based on personal characteristics such as age, gender, appearance, disability, and socioeconomic status
• Equality of opportunity assures arguments for hiring decisions are based on individual capacity

Technical Rigor in Performance Prediction

• Design and implementation of procedures must meet scientific standards and practices
• Processes procure to predict future performance of candidates based on past information
• Evaluation tools should have demonstrate technical quality through imperial studies that increase the reliability of fit

Respect for Dignity

• Processes should safeguard the dignity, physical and psychological well-being of individuals
• Methodologies should avoid unnecessary stress and ensure privacy of candidates information

Legal Framework in Chile

• The Labor Code, Article 2, opposes discriminatory acts against labor laws
• Discriminatory acts include distinctions based on race, color, gender, age, marital status, union affiliation, or nationality that alter opportunities

Anti-discrimination law

• Refers to any arbitrary distinction, exclusion, or restriction lacking reasonable justification

Professional Ethical Framework

• The Ethical Code of the Colegio de Psicólogos de Chile underscores professional competence, social responsibility, and knowledge

Technical Guidelines

• Recruitment should facilitate decision-making using methodologies and conveying candidate information effectively
• International parameters exist for ethical and technically sound assessment

Client Request

• The person of the client should assign the recruitment process to specialists

Information Collection

• A process must be designed and based on the best evidence and techniques possible
• Design the whole process based on a descriptor

Questionable practices with consulting companies

• The selection process should be contingent on the specific needs of an organization where each process is unique in its conception

Recruitment

• It involves techniques for identifying and summoning potential candidates and clarifying job function
• Involves identifying the social spaces and resources for disseminating the convocation that allow you to reach potential candidates

Evaluation Execution

• Specialists and everyone who interacts with the candidates should maintain a professional relationship based with respect and confidentiality
• Information to be provided includes the process development as well as structured information

Disputable ethical practices during interaction with candidates

• Evaluating based on discriminating social categories such as being judged based on gender, class, marital status, phenotype, etc,

Specialist Analysis

• A specialist should execute a thorough analysis and interpret the results with their expertise, basing their evaluation on the requirements
• The specialist needs to report results in a format that will easily present the information to clients while focusing on their competencies

Inappropriate report of information

• Some selection reports include answers by the candidates for projected tests which may contain information with scarce trustworthiness and predictability
• Other service providers deliver reports in which diagnostic judgments are emitted about the candidates which not only contribute to contextualize the plausible future

Evaluation of the designed process

• Every process should be evaluated from the perspective of ongoing improvement
• Check the efficiency, verify the quality of procedures and implement necessary action

Standards for Recruitment

• Relate to standardization minimums that derive from technical orientations that every recruitment process of personal needs to have
• These standards can be organized and presented using typical stages of a process that seeks to provide an organization of personnels

Design Process

• Formalization of services, process design, and relationship

Recruitment Process

• Requires description of a profile of the position, sources of recruitment, and notice

Process Transparency

• Requires information and consent, conditions of equality, relevance of evolution, and scope

Questionnaires

• Requires the election of methods, techniques, and instruments

Labor interview

• Requires time, structure and also the type of questions

Information Management

• Need's privacy, and to be processed

Epilogue

• Recruitment, assessment, and selection are significant, marking the beginning of someone's work life
• It is important to protect the well-being of those who conform, along with other personal development
• The document commission has clarity respectful toward the challenges that derive from the profession and group