Recruitment code of conduct

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General

Employee development is a priority for us at ING. Being and staying fit for the job – both now and in the future – is essential and working on your development is an integral part of this. Moving to a new job can further your development, whether you are joining ING from outside the company or are already employed at ING and are ready to embrace a new challenge. We believe that transparency is key in this respect.

This job application code contains guidelines for ING and applicants alike. The purpose of the code is to ensure a transparent and fair recruitment and selection process.

Applicants

  • Internal applicants: ING employees with an employment contract with any legal ING entity worldwide.
  • External applicants: all applicants who do not have an employment contract with any legal ING entity worldwide. A flex worker who works at ING is considered to be an external applicant.

Principles

  • Agreements reached within the framework of the CLA and the ING Social Plan for 2018-2022 are leading.
  • Thee definition of and agreements reached with regard to priority candidates can be found in the ING Social Plan for 2018-2022.

10 Rules of thumb

Rule 1

Every regular job vacancy is initially posted internally for a period of 10 working days before it is offered externally. If you are an internal employee in a priority position as defined in the Social Plan, please note that you must respond to a job vacancy within five working days, indicating that you have priority status, in order to benefit from this status. *If in all reasonableness no suitable candidates are expected to apply to the internal posting due to the nature of the position and job requirements, ING retains the right to start the internal and external recruitment process at the same time. Needless to say that this does not have any consequences for the position of priority candidates.

Rule 2

We believe that mutual transparency is an important part of a thorough recruitment and selection process. Our goal is therefore to provide you, the candidate, with all the relevant information about the job vacancy and procedure that needs to be followed. We expect the same consideration from you in order to ascertain as quickly as possible if you could be a possible match for the position. This is beneficial to both you and ING. Talent and Learning CoE March 2021 This transparency includes making a job profile and description available for every vacancy that emerges. The job profile and description contain at the very least all the essential information about the main duties and powers involved, the organisational context, job grade (or an indication thereof), work location and field of the respective position, as well as the job requirements and/or competences – with respect to both skills (education, knowledge and experience) and behaviour, personal qualities and abilities. Job requirements with respect to personal qualities are only posted if such qualities are absolutely essential to the proper performance of the position. Where applicable the text of the job vacancy will also contain information about any special terms and/or conditions, such as shift work, standby service and working hours, as well as any special components in the procedure including group selection, consultation procedure, assessment, psychological evaluation, security screening and the closing date for applications. When applying, please do not be deterred from asking more in-depth questions about this. Furthermore we aim to inform you at the earliest possible stage about the job application process, timetable and others involved in the talks. During the selection process we will ask you to bring relevant, original diplomas and lists of grades, along with a valid identity document. Please do not hesitate to bring any other relevant documents to the interview.

Rule 3

Information about you, the job applicant, is only gathered from third parties with your prior written permission. It goes without saying that the information requested must pertain directly to the job vacancy in question and will not infringe on your privacy. That means that we will not ask any questions about your health status or sick leave history. This information will also be shared with you so that you are able to comment on it. Any psychological screening will be performed by a psychological consultancy bound by the rules of the Dutch Institute of Psychologists (NIP code). This means that you, the job applicant, will be informed in advance about the screening procedure and that the psychologist must have your written permission to share the findings of the screening with us.

Rule 4

We believe that due care and the lead time must be properly balanced in this respect. Therefore, we aim to respond to everyone within two weeks, to ensure that the process from recruitment to hiring in principle takes no longer than three months to complete, and to hold up to three selection interviews during that three month period. Needless to say that this timeframe may be deviated from provided a reason is given. Should you be rejected at any stage of the job application process, we aim to inform you of this within one week, explaining the reason as best as possible.

Rule 5

You can expect from ING (and we expect the same from you) that all information pertaining to job applications, personal data and any other information will be kept confidential. Consequently we aim to ensure as much as possible that candidates applying for the same position do not come into contact with each another when visiting ING. This particularly applies when interviewing internal candidates.

Rule 6

To ensure that the procedure goes smoothly it is important that you, the candidate, apply online via the job application system. Respond on time if a closing date is stated to ensure that your application is taken into consideration because as an employer we are not required to include applications received after the closing date in the selection procedure.

Rule 7

A pre-employment screening is usually performed at the end of the application process to manage the security risks. At this time ING can check the information provided by the applicant, and the candidate is asked to provide a Certificate of Conduct (VOG). An additional security screening may be required for certain positions. The purpose of a security screening is to try to assess the morals and integrity of the candidate in relation to the respective position. It goes without saying that you will be informed of this. The costs of any additional screening will be borne by ING. You can decide at all times to withdraw your application and not give ING permission to perform a security screening. New employees who join ING from outside the company will be required to take the Banker’s Oath within three months of their first day of work.

Rule 8

Even though we follow a careful recruitment and section process that includes making well-informed decisions, we aim to keep the number of people involved in the initial selection and follow-up process on behalf of ING to an absolute minimum. People and institutions not directly involved in the selection process will only receive information about the candidate with the candidate’s written consent. During the entire application process no questions will be asked that are not relevant to the performance of the position, such as questions about the candidate’s health, pregnancy (or future pregnancy plans), religious belief, sexual orientation or ethnicity.

Rule 9

Information about applicants who are rejected during the selection process may only be stored with the permission of the respective applicant. Such information shall be removed after a period of one year.

Rule 10

The information about you included in the job application file is subject to the ING Privacy Statement for Applicants.

Internal transfer

We request that all ING employees transferring to a new position internally inform their manager at the earliest stage about the potential move to ensure that the organisation can respond to the change in a timely manner. If the employee is hired, the transfer is formalised by recording the agreements reached in a transfer note. Unless agreed otherwise, the notice period included in the employee’s individual employment contract applies as the starting point for determining the transfer date to the new position. The current and new manager can, however, make other arrangements in consultation with the employee with a view to ensuring the continuity of operations.

Complaints procedure

If you are of the opinion that ING has acted in breach of the provisions of this code, you can lodge a written complaint via e-mail to employeerelations@ing.com, stating the name and number of the vacancy. You will be informed of the further procedure after your complaint has been received and you will receive a copy of the applicable regulations governing complaints.

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