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Our Ethics

We follow strict ethical guidelines in our executive search practice. Our policy meets and exceeds the National Association of Personnel Consultants Standards of Ethical Practices. Our reputation and integrity are both key differentiators and the source of future business. We guard them both ardently.

Relations with Candidates

  • We do not employ researchers who use any form of ruse as a technique to obtain prospective candidates' names.

  • Applicants shall be referred to employers for interviews only on job openings for which at least verbal authority has been given by both the employer and the candidate

  • Representations made to applicants about the duties, probable length of the employment, hours and salary of prospective positions shall be in conformance with the best knowledge of the personnel consultant.

  • Precaution shall be taken against referring any applicant to employers who are known to engage in illegal, immoral, or any questionable business practices.

  • Information about an applicant will be used only for the purpose of finding employment for that applicant. Confidential information shall be treated accordingly.

Advertising

  • Positions listed in newspapers or other media shall be factual and refer to bonafide openings available at the time that copy is give to these publications.

  • All advertising promotion or announcements regarding certification must conform to the standards and format of the NAPC Certification Program.

Relations With Employers

  • An applicant's employment record, qualifications, and salary requirements shall be stated to the employer as accurately and fully as possible, or as requested.

  • An applicant shall be referred to the employer for interview only with prior authorization of the employer, which may be given verbally.

  • Confidential information relating to the business policy of employer, which is imparted as an aid to the effective handling of their job requirements, shall be treated accordingly.

  • Applicants shall not be solicited for other positions while they are still in the employ of the employer with whom they have been placed by the personnel consulting firm in question, unless the applicant initiates reactivation of his/her application.

  • Direct mail, bulletins and resumes of applicants that are presented to employers shall represent bonafide candidates.

  • We will not recruit candidates who will violate their employment agreements with their existing companies unless they are willing to reimburse their current company. For example, a candidate has just completed an MBA through funding for their company and they are seeking to leave without completing the one year service agreement.

Service Charges

  • No client or employee shall incur a charge unless they have been made aware in writing - and accepted that charge - before it is incurred.

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