Recruitment rules are something that are supposed to be general and non discriminatory on the basis of race, caste and colour. Most of the organisations or companies follow the same rules for the recruitment process, which generally involves applying to the job, sorting out resumes of potential candidates, conducting tests depending on the job description and role, and then conducting personal interviews for better understanding of the candidates soft skills.
Recruitment rules involve several aspects hence, when the question arises whether recruitment rules can be changed retrospectively or not, the answer too involves several conditions to fulfill.
Some factors that affect changes in recruitment rules retrospectively are:
There is a difference between changing rules for government sector recruitment and private sector recruitment. If there are to be any changes occurred in government recruitment, the rules will be guided by laws and administrative guidelines. Changes occuring in rules are legally authorised.
Both the government and private sector are responsible for abiding by the law while making changes retrospectively. They have to make sure that they do not infringe on the fundamental rights of job seekers such as equality and non-discrimination.
For private companies the rules around recruitment are mostly a part of company policies and contracts. Any retrospective change that leads to violation of the candidate or affects them can be legally challenged.
While applying retrospective changes there is a chance that many candidates who had applied earlier might not fall in the new set of rules and their application might get discarded. Similarly people who have already been hired before the application of new rules will be affected. Retrospective change can all over disadvantage individuals and demotivate them to certain levels. In such cases it is best for the organisation’s to be transparent and apply any change in the recruitment rules before the process has begun.
Retrospective changes in recruitment rules can be pretty demotivating for employees and candidates which may eventually lead to lawsuits and legal battles. Such changes on a large scale are many times harmful for an organisation’s reputation.
Applying and adapting to new rules can be time consuming and burdening.
Recruitment rules can be changed retrospectively only if they align with the legal, ethical and practical grounds. Communication and transparency is the key to make such changes happen.
Many times retrospective changes can be disadvantageous for candidates and employees in a similar way they might be in favour of the organisation as it will allow them to adapt with the future needs and changing times.
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