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Code of Practice - Recruitment


MSELECT is a highly regarded provider of recruitment, human resource and staffing services.  MSELECT works across the industry to observe the highest principles of ethics, integrity, professional conduct and fair practice in dealing with others, and to conduct business in a manner designed to enhance the operation, image and reputation of the recruitment industry worldwide.  MSELECT offers guidance, support and training to its staff to help achieve these standards.

Ethical conduct is not simply compliance with legal requirements but extends to honesty for and equitable treatment of others, integrity and social responsibility.  It is conduct that holds up to disclosure and to public scrutiny. MSELECT and its staff will act towards all candidates, clients and others at all times in good faith.

MSELECT’s Code of Practice for Recruitment embodies rights, relationships, responsibilities and professional standards and aims to clarify the its role and responsibilities as a recruitment provider in relation to quality assurance and setting a benchmark for an acceptable standard of staffing services.

The Objectives of the Code of Practice are:

  • To raise standards of conduct and professionalism in the recruitment industry across our region of operation.
  • To establish, publicize and maintain standards of ethical behavior in delivering recruitment and staffing services.
  • To protect clients and job seekers against poor practice and failure of quality staffing provision.
  • To provide clients and job seekers the opportunity to raise complaints about poor quality recruitment services or issues of professional misconduct.


In this Code of Practice:

  • "Client" means any person or organization that enters into a contract with a provider for training in information technology.
  • "Job seeker” means any person looking for a job, work, or other form of employment.

The Code of Practice for MSELECT’s Recruitment Department is as follows:


MSELECT staff will:

  1. Comply with all relevant legislation, statutory and non-statutory requirements and official guidance and any future amendments to such requirements during the course of providing their services to others.
  2. Not charge candidates, as stated in the employment agency law.


MSELECT staff will:

2.1   Act honestly in all dealings with job seekers, clients, contractors, co-workers and others.

2.2   In the course of representing a work seeker or client, will not knowingly make a false or inaccurate statement, fail to disclose a material fact, or make a representation as to future matters without having reasonable grounds for making it.

2.3   Adhere to principles of truth in advertising and only advertise positions, through any medium, for which they have documented permission to recruit.

2.4   Explicitly and fully disclose all fees, charges and services provided to clients prior to the acceptance of an assignment, or prior to any work being undertaken for a client.

2.5   Document all key stages of the recruitment process in line with relevant legislation and good practice guidance.


MSELECT staff will:

3.1   Not undertake actions that may unfairly or unlawfully jeopardize a job seeker’s employment.

3.2   Not undertake actions that may unfairly or unlawfully interfere in work relationships established by others.

3.3   Not attempt unfairly or unlawfully to prevent a work seeker from seeking work from other sources.

3.4   In their dealings with all other staff, treat them with respect and aim to work in a fair and open competitive environment.


MSELECT staff will:

4.1   Adhere to the spirit of all applicable human rights, employment laws and regulations and will treat work seekers, clients and others without prejudice or unjustified discrimination. We will not act on an instruction from a client that is discriminatory and will, wherever possible, provide guidance to clients in respect of good diversity practice.

4.2   Treat all job seekers and clients with dignity and respect and aim to provide equity of employment opportunities based on objective business related criteria.

4.3   Establish working practices that safeguard against unlawful or unethical discrimination in the operation of their business.


MSELECT staff will:

5.1   Act diligently in assessing risks to job seekers and clients and will not knowingly put at risk candidates, clients or others.

5.2   Inform job seekers whenever they have reason to believe that an engagement may cause a risk to health and safety.


MSELECT staff will:

6.1   Work diligently to develop and maintain a satisfactory level of relevant and current professional knowledge.

6.2   Be adequately trained and skilled to undertake their responsibilities in recruitment practice.


MSELECT staff will:

7.1   Supply job seekers with full details of the work, conditions of employment, nature of the work to be undertaken, rates of pay, method and frequency of payment, and pay arrangements in accordance with requirements of current legislation.

7.2   Ensure that any variation to the engagement can only occur with prior notification and agreement of the worker.


MSELECT staff will:

8.1   Pay promptly and accurately any wages and benefits due in accordance with any agreed terms and legal requirements.

8.2   Not penalize temporary/contract workers, for example, for having been late or failed to attend part or all of an assignment or for poor performance, by making deductions from pay due for time that they have actually worked.

8.3   MSELECT will not take on assignments that could result in their inability to pay temporary/contract workers.


MSELECT staff will:

9.1   Supply all overseas work seekers with the same level of information as set out and implied in Principle 7. In addition, information provided will include details of the likely cost of living in the area the prospective hirer is situated, the likely length of the job in question, and the state of the employment market in the field they are being recruited into.  All information will be provided at no cost to the work seeker.

9.2   Ensure that in relation to overseas recruitment, they abide by all relevant legislation and Government guidelines and provide all relevant and applicable information to work seekers, clients and others.

9.3   When recruiting from outside of our region, will not use overseas agents who charge for their services, unless that is the legal and normal custom and practice sanctioned by the government of the country of origin. In addition, all reasonable efforts will be made to ascertain such information about any agents used and will be able to demonstrate that they have done so.

9.4   Observe the highest principles of social responsibility, integrity, professionalism, equity and fair practice in their dealings with all overseas job seekers.


MSELECT staff will:

10.1     Observe the highest principles of integrity, professionalism, equity and fair practice to maintain the confidentiality and privacy of candidate and client information and should respect the confidentiality of records in accordance with the law and good business practice.

10.2     Ensure that permission has been obtained and documented before disclosing, displaying, submitting or seeking confidential or personal information.


MSELECT is able to align and customize our recruitment processes to our clients’ recruitment objectives. When our consultants receive a recruitment service request, they will meet with you to discuss the position and conduct a job briefing.  At the conclusion of the job briefing, our consultants will prepare a detailed position brief and assignment specification, which outlines our understanding of the position. From the information gathered we will compile a list of core competencies required of the preferred candidates.


Through our breadth of service offering and depth of specializations, we understand the critical importance of targeting specific candidate markets. To ensure candidate reach and sustainable supply of high quality candidates, we use a multifaceted approach to candidate attraction and many of our recruitment campaigns are successful through the use of a combination of candidate sourcing strategies.  Furthermore, we require all candidates to apply through our website for audit purposes.


MSELECT operates a strict non-poaching policy for all of our clients. We do not head-hunt from a client’s work force at any time.


Following a preliminary objective analysis of a candidate’s suitability via telephone, MSELECT employs extensive screening procedures, including:

  • behavioral interviews
  • cultural fit
  • reference checking
  • documentation collection and credentialing
  • verification of work rights
  • record checks
  • medical checks

Reference checking

MSELECT carries out an extensive reference checking procedure, whereby we contact the candidate’s last employer.  We request detailed information regarding verification of duration of time spent with their previous employers and confirmation of performance history plus duties and responsibilities.


MSELECT utilizes a wide range of assessments to measure a candidate’s competencies and specific skills or to obtain a behavioral or personality profile.

Feedback and Shortlist

The next stage of the process is providing a shortlist of candidates, arranging client interviews and providing feedback to the candidates to ensure they engaged in the process until a hiring decision is made on the position.

Once a hiring decision is made, our consultants are trained to advise candidates who are unsuccessful with honest feedback.

We also provide consulting to enable the candidate to achieve the competencies they need to become eligible to work with us in the future.

Interview Coaching

All of our candidates are fully briefed in terms of interview location, date and time of the interview, job description, whom they are meeting, client’s website, what to say and what not to say, and interview attire.

Counter Offers

We will handle all aspects of negotiation of the package for the chosen candidate, ensuring that the final offer meets the requirements of the client as well as the candidate.

The candidate’s resignation from his/her current employer is a critical stage of the recruitment process, particularly with the possibility of counter offers. Our consultants will manage this stage of the process by counseling and supporting the candidate.

After Sales

We remain in close contact with our candidate after placement.  This is an essential part of the after sales service.


We are qualified members of APSCo (Association of Professional Staffing Companies) and REC (Recruitment and Employment Confederation), and we also adhere to their codes of practice.