Recruitment code of conduct for external applicants

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1. General

  1. This recruitment code of conduct outlines the rules governing recruitment procedures involving external applicants.
  2. Applications and all details, both of a personal nature and otherwise, will be treated as confidential.
  3. In the case of any deviation from the recruitment code of conduct, the applicant will be notified and informed of the reason for said deviation. The applicant can likewise request to deviate from the code of conduct.

2. Announcing the vacancy

  1. ING announces vacancies which currently exist or will exist in the short term.
  2. ING does not announce vacancies anonymously unless strictly necessary.
  3. A job profile or job description is available for each vacancy to be filled.
  4. The vacancy announcement includes the essential information about the vacant position and about the application procedure:

    -
    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 and/or competencies;
    -
    title, location and area of work of the position in question, except in the case of article 2.2 applying;
    -
    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; 
    -
    Name, telephone number and e-mail address of a contact person for further details;
    -
    indication that the Bankers’ Oath and disciplinary law for the banking sector form part of an employment contract with ING;
    -
    closing date for the application (many positions will be advertised continually, in which case no closing date will be given in the vacancy announcement);
    -
    applicability of ING’s recruitment code of conduct for external applicants;
    -
    ING does not accept open applications. 

    In so far as it is relevant, the vacancy announcement also includes information about:

    - particular aspects of the procedure, such as group assessments, decision-making procedure, selection by a broad select committee, assessment and/or test;
    - particular terms or conditions of work, such as shift work or secondment duties; 
    - psychometric testing;
    - part-time factor or working hours of the position;
    - background check. 

  5. Candidates are advised to apply digitally. No passport photograph is required with the application.
  6. In the case of announcing the vacancy in various media, if relevant the same closing date will be indicated everywhere. ING is not obliged to consider applications received after the closing date.
  7. 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 the applicant considers to be relevant to the vacancy, and the personal requirements as outlined in the job requirements.
  8. Upon receipt of the application, ING will immediately send the applicant an automated confirmation of receipt either by e-mail.

        3. Selection of the applications

        1. The number of people involved on the part of the employer in the first and subsequent selection rounds will be kept to a minimum.
        2. Any people and institutions not directly involved in the selection process will only receive the applicant’s name and other personal details with the applicant’s written permission.
        3. The pre-selection will be made based on the job requirements as outlined in the vacancy announcement.
        4. 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 ING recruitment code of conduct will be sent to an applicant on request.

        4. Interview

        1. 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 taken into account as far as possible.
        2. It is the company’s aim to hold a maximum of three interviews. The number of people from ING involved in the selection process will be kept to a minimum.
        3. Apart from in exceptional circumstances, situations will be avoided in which different applicants for the same position can come into contact with each other while attending an interview.
        4. The applicant will truthfully be provided with all the information that they require in order to gain as complete a view of the company as possible. This includes details of how many candidates have been invited for interview, the reason that the vacancy has arisen, the maximum salary available in the position in question and other conditions of employment (unless this is not yet possible for whatever reason), the potential opportunities for development and the subsequent application procedure.
        5. The applicant will not be asked questions that are not relevant to the position and/or job performance, such as about the applicant’s state of health, prior attendance record, possible pregnancy or intended pregnancy and religious beliefs, sexual orientation or ethnicity/country of origin.
        6. 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 bring along to the interview, in addition to the completed digital application form, originals of the following documents: 

          - certificates and lists of grades;
          - available references;
          - one or more valid forms of identification as defined in the Dutch Compulsory Identification Act;

        7. ING verifies the completeness and authenticity of the requested documents; the findings will be recorded. Copies will be made of the documents listed in article 4.6. and kept in the application file.

         

        5. Further screening

        1. Third parties will only be approached 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.
        2. In the case of a psychometric test, ING works with psychological testing bureaus that adhere to the ‘NIP code’, the regulations of the Nederlands Instituut van Psychologen (Dutch Institute of Psychologists). This means, among other things, that the applicant will be informed about the test procedure beforehand. The psychologist requires written permission from the applicant in order to share the test results with the employer.
        3. In order to minimise security risks, any details provided by the applicant will be verified by ING (pre-employment screening).
        4. Subsequently, open-source screening will be performed (e.g. internet).
        5. 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.
        6. All forms of further screening are conducted at ING’s expense.

        6. Final selection and decision

        1. 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 (as defined in articles 5.1, 5.3 and 5.4), it will be pointed out to the applicant that the findings thereof will be recorded. An applicant who has been rejected may contact ING for a verbal explanation.
        2. ING 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.
        3. Written records (in so far as they are not returned to the applicant) and psychological reports about rejected applicants will be deleted after 1 year.
        4. In the case of acceptance, the conditions of employment and any other agreements will be formulated in the contract of employment. This will also include mention of (or reference to) specific rules and regulations as stipulated in staff guidelines such as ING’s general code of conduct.
        5. The application procedure takes a maximum of three months from announcing the vacancy until employment. It is possible to extend this timeframe in exceptional cases, in which case applicants will receive details of the reason for doing so.

        7. Complaints procedure

        1. If an applicant believes that they have been treated wrongly, unreasonably or unjustly or that the selection procedure has been conducted improperly, they are 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.
        2. The Manager Resourcing 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.

         

        8. Data

        Any data about the applicant that is included in the application file is subject to the 'Privacyreglement Personeelsgegevens ING Groep in Nederland' (Privacy regulations pertaining to personal details for the ING Group in the Netherlands).
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