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| > | Our Commitment | |||||
We will treat candidates and prospective candidates with whom we have a business relationship with respect and honesty. |
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| > | Candidate Relations | |||||
Without our candidates we cannot serve our clients. At no time will we take advantage of a client or jeopardize the trust of that relationship; but we know that maintaining candidates’ trust is equally important. The basic tenets of our candidate relations are: |
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| > | Confidentiality — Candidates trust us to protect their good name and reputation during the search process, often because of the sensitive nature of the jobs they currently hold. A key measure of our success is that candidates value the trusted relationship we have built with them. |
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| > | Timely communication — The search for an executive position can take several months, therefore we must take seriously our responsibility to keep our candidates informed. |
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| > | Feedback — Candidates need honest feedback on how clients are responding to them and whether they are still an active candidate for a specific position. |
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| > | Professional treatment — Candidates must be treated fairly under federal, state and local employment laws, and with all due respect of a professional relationship. |
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| > | Candidate Contact Protocol | |||||
In order to protect our candidates and clients, every Heidrick & Struggles employee must follow the Global Contact Protocol when contacting candidates on search assignments and observe best practices in the management of candidate records. A violation of the Global Contact Protocol constitutes a partnership violation and will be taken into account in an employee's performance and promotion evaluations. To ensure that you are compliant, please review the Global Contact Protocol and Reservation Policy, which outlines the policies and database procedures for managing candidate contact. |
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