Ethics

Ethics

Relations Between Recruiters and Employers/Clients

  • A candidates employment record, education, qualifications and salary requirements shall be stated to the employer/client as accurately and fully as possible.  Clients shall be advised by the recruiter if the recruiter disclaims liability for the accuracy of any information it transmits to the client.
  • A candidate shall be referred to the employer/client for interview only with prior authorization of the employer/client, which may be given verbally.
  • Confidential information relating to the business policy of employer/clients, which is imparted as an aid to the effective handling of their job requirements, shall be treated accordingly.
  • In the absence of an agreement to the contrary, a recruiter shall not attempt to recruit candidates for placement who are still employed by the company with whom they have been placed by the recruiter’s firm, unless the candidates directly request the recruiter’s assistance in seeking new employment.
  • Direct mail, bulletins and resumes of candidates presented to employer/clients shall represent bona fide candidates.
  • In the absence of an agreement to the contrary, a recruiter shall not attempt to recruit for placement candidates employed by a client company within one year of the most recent placement with that client company at the same location, unless the candidates directly request the recruiter’s assistance in seeking new employment.

Relations Between Recruiters & Candidates

  • Candidates shall be referred to employer/clients for interviews only on job openings for which at least verbal authority has been given by the employer/client.
  • Representations made to candidates about the duties, probable length of employment, hours, benefits and salary of prospective positions shall be in conformance with the best knowledge of the recruiter.
  • Precaution shall be taken against referring any candidate to employer/clients who are known to engage in illegal or questionable business practices which might jeopardize the safety of the candidate.
  • Information about a candidate will be used only for the purpose of finding employment for that candidate. Confidential information shall be treated accordingly.
  • A candidate shall be aware of charges, if any, before being permitted to incur any obligation for services rendered. Any monetary obligations, including interest charges, shall be fully disclosed in a written agreement, a copy of which shall be provided to the candidate, and it shall set forth any circumstances in which a candidate must pay for services.
  • No candidate shall be referred to any employer where a strike or lockout exists or is impending (according to the best knowledge of the recruiter) without being notified of such condition.