Over the past few weeks, I've voluntarily subjected myself to the anxious anticipation of having to take a test . . . I'm pleased and proud to tell you that I have passed a two and a half hour examination to become a "Certified Personnel Consultant", or CPC. This certification is administered by the National Association for Personnel Services, or NAPS.
My goal was to take one more step in separating myself from other recruiters who have not spent the time and money necessary to achieve this certification. Over the past weeks, I've really felt like I was back in school learning the details and intricacies of Federal laws like The Civil Rights Act of 1964, The Age Discrimination Act of 1967, The Equal Pay Act of 1963 and others, not to mention various Executive Orders and employment case law, all affecting the relationship between an employer or recruiter and a candidate. I never realized that recruiters are literally treated just like employers in the eyes of the law.
There are generally four categories of readers of this blog, clients, candidates, colleagues and friends. There is no longer any doubt in my mind that getting certified was worth the time and effort and will be beneficial as time goes on. There is no question that I can better consult, and recruit for the benefit of both my clients and candidates. I can now confidently say that you, as either a candidate or client should deal with certified recruiters. If you don't deal with Bishop Partners, you can consult the National Registry of Certified Staffing Industry Professionals to find other certified recruiters.
For almost 10 years, I've conducted myself and my business with what I considered to be the highest ethical standards. In becoming certified as CPC, my peers and NAPS have put additional responsibility and now, accountability on my conduct. I'm proud to be continue to strive to live up to the ethical standards of the certification.
Some of NAPS Standards Of Interest to Consumers include:
Relations between Recruiters & Employers/Clients:
1. A candidate's employment record, education, qualification 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.
2. A candidate shall be referred to the employer/client for interview only with prior authorization of the employer/client, which may be given verbally.
3. 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.
4. 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.
5. Direct mail, bulletins and resumes of candidates presented to employer/clients shall represent bona fide candidates.
6. 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 and Candidates:
1. 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.
2. 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.
3. 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.
4. Information about a candidate will be used only for the purpose of finding employment for that candidate. Confidential information shall be treated accordingly.
5. 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.
6. 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 or such condition.
Over the next few weeks, I intend to share some of the knowledge I gained as a result of studying the Manual and spending a full day in class. There's some specifics and nuance to the Federal law, that frankly isn't common knowledge. The fact that you don't know the law does not excuse you from having to obey the letter of it. Federal employment law can have serious, and severe penalties.
Just to give you an idea of something you might not expect; Did you know that it's illegal for a recruiter to send a resume to our client, if that resume has a picture?