Users Guide to the Principles for Professional Conduct
| Index to Ethics Guide |
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Principles for Third-Party Recruiters
2. Knowledge of the field, industry, and organization, possession of requisite skills
"Third-party recruiters will be versed in the recruitment field and work within a framework of professionally accepted recruiting, interviewing, and selection techniques." (See Career Services Principle 2, See Employer Principle 2)
Intent
Students will be able to engage with third-party recruiters who
provide a selection process that makes for rationale decision making
about employment offers.
Rationale
There is an assumption by students that the third-party recruiters
recruiting at their school are using a process that makes for appropriate
hiring decisions. A competently administered recruitment process
contributes to valid decisions by candidates about employment offers.
This is in keeping with the fundamental precepts of the Principles
document, namely:
1) a selection process where candidates can make choices that are
"consistent with personal objectives and all relevant facts;"
2) "a recruitment process that is fair and equitable to candidates...;"
and
3) "informed and responsible decision-making by candidates."
From the career services perspective, there is also a partnership
with employers that is intended to benefit all parties involved
in this process. This demands that employers be able to function
within accepted professional standards and represent their organizations
accurately to the career services office.
Finally, third-party recruiters are relied on by their clients to
attract and hire the best candidates possible. Not only does this
require basic competence, there is also the need to attract candidates
whose reasons for choosing the organization match with the reality
of that organization. Otherwise, turnover and the costs associated
with these errors will result.
Principle
3. Compliance with EEO and AA Principles
