Importance of Ethics, Legal Recruiting and Accountability
There are always a few bad apples in the bunch.
The legal recruiting industry does not have a regulatory agency
like many others.
Some of us choose to join an association to abide by a Code.
This allows us to communicate to our clients and candidates
we will not tolerate lesser behavior and we are held accountable
to other recruiters.
If you wish to see the National Association Legal Search Consultant’s Code
of Ethics please feel free to click here.
Here’s a Summary of the NALSC Code of Ethics
1) Being honest about candidate information
This sounds like a no brainer like all the rest, but some recruiters
to tend to keep selective facts from the employer.
Partial truths do not win in the end.
2) Confidentiality with clients
A recruiter is usually invited into intimate knowledge of an employer.
The recruiter should be savvy enough to disclose the right information in the moment.
3) Poaching candidates from existing clients
The Code mentioned only from certain offices of clients. Some recruiters like us
take that a step further to include the entire company.
4) Poaching placed candidates
Recruiters who are paid to place a candidate should not double dip
with placing that same candidate some where else.
5) Candidate’s permission
When working with candidates and their documents, empowering the candidate
and getting permission is a critical component to a recruiter success.
6) Fighting over candidates
Unfortunately this tends to happen with some recruiters and recruitment companies.
We encourage employers to have a submission policy in the search agreement
so its signed on before the recruiter and candidate progress in a search.
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Using Job Boards to Source Attorney Candidates
For more information on our legal recruiting services, contact us.
Follows us on Twitter @FindtheLions and @ChrisBatz On LinkedIn Chris Batz and The Lion Group