Candidate Bill of Rights


Recruiter members of the NBN, Inc. subscribe to a code of ethics that states that their relationships should be characterized by honesty, objectivity, accuracy and respect for confidentiality.  Strict adherence to this code is a requirement for all members, who must also abide by all data privacy laws.

Furthermore, members believe that the most successful executive searches involve a three-way partnership, whereby the candidate, the search firm and the client fully understand their rights, duties and obligations to each other during the search process.  As such, we believe that all search candidates have the following rights.


The Candidate's Bill of Rights

1. Confidentiality

When you decide to look at other employment opportunity, you put yourself at a certain amount of risk with your current employer.  For that reason, you are entitled to the highest levels of confidentiality of your personal information.  To safeguard your confidential information, we never sell, share, or release any personal information outside our network.  Each member of our network is committed to respect your need for confidentiality.

It is important to remember that you do not become a search candidate until the consultant has conducted an initial evaluation of our suitability for the position and you have expressed an interest in it.  If either of these two criteria is missing, you cannot be considered a candidate for the position.  However, even if the position about which you are being contacted is not right for you at the present time, you may still benefit from conversations with search consultants by being kept up to date with the market for your skills and experience.  Candidates not selected on one search may be selected on another.


2. Accuracy of Disclosure

All advertise positions are to be real jobs available to job seekers.

In order to make the right decision, you need to know as much as possible about the search firm you are talking to, the position and the client organization. This ultimately requires full and open disclosure regarding:

  • The nature and requirements of the position, how performance is measured
  • The compensation package
  • Whether relocation is required, assistance provided
  • Pertinent information regarding the client organization

Beware, however, that during your first conversation, when you are still being evaluated as a potential candidate for the position, the search consultant is under no obligation to divulge confidential information about the position or the client. Only after you have been identified as a legitimate candidate should you expect the consultant to disclose more than the most basic information. Even then, there are times when certain information about the client must remain confidential until the final stages of the search process.


3.  Consideration

All interested candidates, will be considered for an open position based upon their ability and aptitude and that consideration will be free from racism, sexism, and other forms of prejudice and intolerance.


4. Timely Communication

The completion of an executive search assignment can often take several months, with many steps between initial contact and the ultimate hiring of the successful candidate. Once you have become an active candidate, the search firm should communicate with you in a timely manner at each and every step of the process. This means proactively updating you on the progress of the search as well as responding in a timely manner to any inquiries initiated by you.


5.  Professional Treatment and Feed Back

Members of NBN, Inc. are expected to comply with all the employment laws that apply to the normal hiring process. In addition, they should also demonstrate a high level of professionalism with each and every candidate.

Based on his or her understanding of the position and the client's needs, our member should give you an honest appraisal of where you seem to fit the opportunity and where you do not seem to fit.  If any point in the process the client decides not to proceed with your candidacy, the consultant should provide as complete an explanation of the client's decision as possible.


6. Respect

Members of NBN, Inc. have a keen appreciation for the demand placed upon your time. For that reason, members and their clients should demonstrate the utmost respect for your time and current responsibilities to your employer.


7. No Pressure

We understand that the best career opportunities happen when the candidate has the time to make a measured, well-thought out decision. For this reason, the search consultant should never try to hurry your decision or put undue pressure on you to accept an offer.  However, the consultant should keep you informed of any deadlines imposed by the client and the implications for not making a decision prior to those deadlines.

We all have reputations that don't come from the words we write but by how we behave and act. It's all about how we define and live our lives. We try hard to "walk the walk" and not just "talk the talk".



Robert W. Cozzens



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