Effective recruitment and selection are strategically important to any organisation. Recruiting and selecting
the wrong candidates can have extensive negative cost implications, while effective processes in this regard
can contribute to a decrease in staff turnover and an increase in productivity.
After the passing of the new Labour Relations Act of 1995, all employers had to revisit these processes in
order to also evaluate its measure of fairness and justness, focusing also on the ethical nature and value
thereof. This study aims at the proposal and evaluation of a model that incorporates ethics in the recruitment
and selection process. Qualitative and quantitative research methodology were utilized within a modelbuilding