Ethical Recruitment Code of Conduct

This is the Ethical Recruitment Code of Conduct for LAK CONSULTING GROUP and its subsidiaries and affiliates (collectively, “LAK CONSULTING GROUP”, “us”, “our” or “we”).

In addition to our Ethical Code of Conduct this Ethical Recruitment Code of Conduct is in compliance with legal requirements and the recognition of all ethical expectations within the jurisdictions we operate and in agreement with all appropriate internationally accepted standards but also reaches beyond our legal obligations and establishes our relationship with society through honesty, respect for and equitable treatment of applicants, candidates, employees, clients, employers and others (collectively, all “Parties”), as well as integrity and social responsibility.

According to this Ethical Recruitment Code of Conduct, all employees of LAK CONSULTING GROUP will observe the highest principles of recruitment ethics, equity, integrity, professional conduct and fair practice in dealing with all Parties and will conduct business in a manner designed to enhance the operation, image and reputation of the recruitment industry in general and of LAK CONSULTING GROUP in particular.

In addition to our Ethical Code of Conduct this Ethical Recruitment Code of Conduct for the recruitment of applicants, candidates and employees consists of a set of general principles and requirements that will be followed by all employees of LAK CONSULTING GROUP when appointing or recruiting applicants, candidates or employees. These principles and requirements ensure observance of transparency of the recruitment process and equal treatment of all applicants, candidates and employees and provides a fair framework so that every applicants, candidate and employee should (i) have freedom of movement, (ii) have the ability to move freely, (iii) not be restricted by their employer through abuse, threats and practices such as unlawful retention of passport or valuable possessions, (iv) pay for a job, (v) be coerced to work, (vi) work voluntarily, (vii) be informed of their employment terms and conditions in advance without misrepresentation, and (viii) be paid regularly as agreed and in accordance with any applicable laws and regulations.

Respect for Work Relationships

LAK CONSULTING GROUP will not undertake actions that (i) may unfairly or unlawfully jeopardize an applicant, candidate or employee employment, (ii) may unfairly or unlawfully interfere in work relationships established by others, or (iii) attempt unfairly or unlawfully to prevent a candidate or employee from seeking work from other sources.

Respect for Certainty of Engagement

LAK CONSULTING GROUP must supply applicants, candidates and employees 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 all requirements of current legislation. LAK CONSULTING GROUP will ensure that any variation to the engagement can only occur with prior notification and agreement of the applicant, candidate, or employee.

Respect for Ethical International Recruitment

LAK CONSULTING GROUP supplies all foreign applicants, candidates and employees with the same level of information, including details of (i) the likely cost of living in the area the prospective employer is situated, (ii) the likely length of the employment in question and (iii) the state of the employment market in the field the applicant, candidate or employee is being recruited into. All information will be provided at no cost to the applicant, candidate, or employee.

LAK CONSULTING GROUP ensures all relevant legislation in foreign recruitment and provide all relevant and applicable information to all Parties with the highest principles of social responsibility, integrity, professionalism, equity, and fair practice.

Announcing the Vacancy

LAK CONSULTING GROUP announces vacancies which currently exist or will exist in the short term. The vacancy announcement includes the essential information about the vacant position and about the application procedure, including (i) job title, primary tasks and responsibilities and position within the organisation as outlined in the job profile or the job description and the job requirements andor competencies, (ii) title, location and area of work of the position in question and (iii) the job requirements. These can relate to expertise (educational background, knowledge, and experience), behaviour, personal characteristics or competencies. Requirements relating to personal characteristics (e.g. age and gender) will only be applied in the case that these are strictly necessary for satisfactory job performance, and the reason for such will be given. (iv) Name, telephone number andor e-mail address of a contact person for further details and (v) closing date for the application (many positions will be advertised continually (Continual Positions), in which case no closing date will be given in the vacancy announcement). In so far as it is relevant, the vacancy announcement also includes information about (vi) particular aspects of the procedure, such as group assessments, decision-making procedure, selection by a selection committee, assessment and/or test (vii) particular terms or conditions of work, such as shift work or secondment duties, (viii) psychometric testing, (ix) part-time factor or working hours of the position and (x) possible background checks.

Application

Candidates are advised to apply digitally. The digital application form will only contain questions that are relevant to the first stage of the selection process, including: name, address, gender, date of birth, educational background and qualifications, experience that is considered to be relevant to the vacancy, and the personal requirements as outlined in the job requirements.

Upon receipt of the application, LAK CONSULTING GROUP will immediately send the applicant an automated confirmation of receipt by e-mail.

Selection of the Applications

The number of people involved on the part of LAK CONSULTING GROUP and/or the client or employer in the first and subsequent selection rounds will be kept to a minimum. Any people and institutions not directly involved in the selection process will not receive the applicant’s name and other personal details. The pre-selection will be made based on the job requirements as outlined in the vacancy announcement. Within a maximum of 14 days after the vacancy has closed, the applicant will receive notification of whether they have been rejected, are being invited for an interview or their application is being kept on file, in which case they will also receive details of when they can expect to receive further notification. If the applicant is being invited for an interview or notified that their application will be kept on file, they will also receive information about the relevant application procedure. The LAK CONSULTING GROUP Ethical Recruitment Code of Conduct will be sent to an applicant on request.

Interview

When being invited for a first interview, the applicant receives information which includes the date, time, place and schedule, including intended interviewers and their job titles, and, if applicable, details of whether and how travel and accommodation expenses will be reimbursed. In addition to the invitation, the applicant will receive (if applicable) an application form (digital or otherwise), information about the relevant position and information about the company. The nature of said information depends largely on the content and level of the vacant position. When setting a date and time for the interview, the applicant’s situation will be considered as far as possible.

LAK CONSULTING GROUP aims to hold a maximum of three interviews for non-Continual Positions. The number of people from LAK CONSULTING GROUP involved in the selection process will be kept to a minimum. Apart from in exceptional circumstances, situations will be avoided in which different applicants for the same position can encounter each other while attending an interview. The applicant will truthfully be provided with all the information that they require in order to gain as complete a view of the client company as possible. This includes (i) details of how many candidates have been invited for interview, (ii) the reason that the vacancy has arisen, (iii) the maximum salary available in the position in question and other conditions of employment (unless this is not yet possible for whatever reason) and (iv) the potential opportunities for development and the subsequent application procedure.

The applicant will not be asked questions that are not relevant to the position andor job performance, such as (i) the applicant’s state of health, (ii) prior attendance record, (iii) possible pregnancy or intended pregnancy and (iv) religious beliefs, sexual orientation or ethnicitycountry of origin.

In order to obtain the applicant’s personal details and to double-check the details provided by the applicant, the invitation to the first interview includes the request to provide, in addition to the completed digital application form, certified copies of (i) certificates and lists of grades, (ii) available references and (iii) a valid forms of identification. LAK CONSULTING GROUP verifies the completeness and authenticity of the requested documents and the findings will be recorded.

Further Screening

Third parties will only be approached by LAK CONSULTING GROUP with a request to provide information about an applicant with the applicant’s written permission by e-mail. The information requested will relate directly to the vacancy in question and will not represent an intrusion on the applicant’s personal life. For example, no questions will be asked, nor information obtained by other means about the applicant’s state of health or about their prior attendance record. The information obtained will be shared with the applicant so that they can react if desired. In the case of said information pertaining to the results of a medical assessment or psychometric test, said procedure will only be followed in so far as it does not conflict with the relevant professional code of ethics for the professionals concerned.

In the case of a psychometric test, LAK CONSULTING GROUP requires written permission from the applicant in order to share the test results with the client or employer.

If the position requires a background check, the nature of said check will be discussed with the applicant. The aim of a background check is to assess the morality and integrity of the person in question with respect to the vacant position concerned. The applicant can refuse to allow a background check to be carried out, in which case their application will be withdrawn.

All forms of further screening are conducted at LAK CONSULTING GROUP expense.

Selection

If it should be decided that an applicant is not suitable for the position, in whatever phase of the application procedure, the applicant will receive notification of the fact a maximum of one week after said decision by e-mail. The reason for the rejection will be explained as clearly as possible. In the case of the rejection being based on pre-employment screening, it will be pointed out to the applicant that the findings thereof will be recorded. An applicant who has been rejected may contact LAK CONSULTING GROUP for a verbal explanation.

LAK CONSULTING GROUP may decide to reject an applicant for the vacancy concerned yet keep their details on file for a certain period of time with a view to future vacancies. If this is the case, the applicant will be asked for permission to do so.

Written records (in so far as they are not returned to the applicant) and psychological reports about rejected applicants will be deleted after one year.

Complaints Procedure

If an applicant believes that he/she has been treated wrongly, unreasonably or unjustly or that the selection procedure has been conducted improperly, the applicant is entitled to submit a written complaint via the contact page on the website, including reference to the name and code number of the vacancy announcement.

A LAK CONSULTING GROUP Recruitment Manager will investigate the complaint and will notify the applicant about the findings of the investigation, including details of the reason(s) behind the findings, in writing within two weeks of receiving the complaint. The written outcome of said investigation will be added to the application file.

Client Interview, Selection and Contract

In the case of acceptance by LAK CONSULTING GROUP, the applicant will proceed to the next interview stage(s) with the respective client or employer. The procedures and conditions of these interviews are beyond the control of LAK CONSULTING GROUP. We recommend that the applicant consults the respective client or employer for their interview guidelines.

Any conditions of employment and any other agreements will be formulated in the contract of employment with the respective client or employer.

LAK CONSULTING GROUP reserves the right to change, modify, add, or delete portions of this Recruitment Code of Conduct at any time, without prior notice by updating the effective date. Please review the Recruitment Code of Conduct periodically for changes. Your continued use of the Site will mean that you accept such changes or deletions.

If this Recruitment Code of Conduct is available in other languages, the English version is the governing version and shall prevail whenever there is a discrepancy between the two versions.

Effective Date: March 15th, 2020.