A Strong Code of Ethics Makes FPC One of the Top Franchises in Business Services
As a potential FPC owner, you can feel secure that you will be part of a business culture founded on adherence to a strong code of ethics and business best practices. FPC was an early innovator in establishing high search industry standards. All FPC owners, recruiters and other staff use the code of ethics as a guideline to providing the highest quality executive recruiting services. These are at the heart of FPC’s reputation for trust and integrity among the best companies and the top job candidates in the country.
The FPC Code of Ethics
- To service client companies and candidates in a professional and ethical manner.
- To exercise professional judgment in screening and referring candidates for identified positions with clients.
- To refuse job listings that violate equal employment laws regarding race, sex, sexual orientation, marital status, color, age, religion, national origin or disability.
- To comply with all state and federal laws dealing with employment issues
- To insist upon thorough job specifications in order to understand and meet the exact needs of the client.
- To describe the specifics and requirements of the job to the candidate in accordance with the consultant's best understanding of the opportunity at hand.
- To thoroughly assess all candidates as to their ability to perform the specific job functions, and to refer only those candidates whose credentials appear to be a reasonable match to the client's job description.
- To divulge all pertinent information, within legal boundaries, to the employer regarding anything that may affect the candidate's ability to do the job.
- To accurately transmit to the client all relevant information obtained from a candidate about his or her background, expertise, motives, objectives and earnings history—but only with prior permission from the candidate.
- To be an effective and objective liaison between employer and candidate in assisting each party to evaluate the other's strengths and weaknesses.
- To always keep in mind the candidate's career needs. He or she deserves an honest, ethical approach concerning career opportunities, including confidential and discreet handling of credentials and privileged information.
- To be sensitive to the goals and needs of candidates. If unable to help them, to do the best to recommend them to an appropriate source.
- To avoid making representations or promises that cannot be supported by facts.
- To help candidates, to the best of our ability, avoid employers with documented histories of unstable financial, unethical, or illegal, employment or business practices.
- To never withhold information that is detrimental to the candidate.
- To refer candidates only to bona fide positions that have been discussed with all parties.
- To avoid actions or advice that might jeopardize a candidate's position with his or her current employer.
- To advise all candidates to avoid giving notice or leaving their current employment until all stages of the hiring process are complete.
- To view all FPC offices as partners in the employment process.
- To act in good faith within the system, and to promote the good name and reputation of FPC throughout the business and professional community.