KDS adheres to the highest level of ethics and industry standards in all we do. Our commitment to this practice is outlined in the Standards of Ethical Practices developed by the National Association of Personnel Consultants.
Relations with Applicants
- Applicants shall be referred to employers for interviews only on job openings for which at least verbal authority has been given by the employer.
- Representations made to applicants about the duties, probable length of the employment, hours and salary of prospective positions shall be in conformance with the best knowledge of the personnel consultant.
- Precaution shall be taken against referring any applicant to employers who are known to engage in illegal, immoral, or any questionable business practices.
- Information about an applicant will be used only for the purpose of finding employment for that applicant. Confidential information shall be treated accordingly.
- An applicant shall be aware of charges, if any, before being permitted to incur any obligation for services rendered. Any fee obligations shall be fully disclosed in a written agreement, a copy of which shall be provided to the applicant, and it shall set forth any circumstances meriting adjustment.
- No applicant shall be referred to any employer where a strike or lockout exists or is impending (according to the best knowledge of the personnel consultant) without being notified of such condition.
Relations with Employers
- An applicant’s, qualifications, and salary requirements shall be stated to the employer as accurately and fully as possible, or as requested.
- An applicant shall be referred to the employer for interview only with prior authorization of the employer, which may be given verbally.
- Confidential information relating to the business policy of employer, which is imparted as an aid to the effective handling of their job requirements, shall be treated accordingly.
- Applicants shall not be solicited for other positions while they are still in the employ of the employer with whom they have been placed by the personnel consulting firm in question, unless the applicant initiates reactivation of his/her application.
- Direct mail, bulletins and resumes of applicants that are presented to employers shall represent bona fide candidates.
Relations with Temporary Employees
- Employees shall be referred to client companies for work only on assignments for which at least verbal authority has been given by the client.
- Representations to employees about the duties, probable length, hours and salary of temporary assignments shall be in conformance with the best knowledge of the temporary service.
- Precautions shall be taken against referring temporary employees to any client who is known to engage in illegal, immoral or any questionable business practices.
- Information about temporary employees shall be used only for the purpose of assigning the employee for temporary work. Confidential information shall be treated accordingly.
- A temporary employee shall be aware of charges, if any, before being permitted to incur any obligation for services rendered.
- No temporary employee shall be referred to any client where a strike or lockout exists (according to the best knowledge of the temporary help service) without being notified of such condition.
- Financial and legal responsibilities as an employer to temporary help employees shall be met in a timely manner.
Relations With Clients
- A temporary employee’s experience and qualifications shall be stated as accurately and fully as possible, or as requested.
- A temporary employee shall be referred to the client for temporary work assignment only with the prior verbal or written authorization or the client unless other specific arrangement has been made.
- Confidential information relating to the business policy of the employer, which is imparted as an aid to the effective fulfillment of the job requirements, shall be treated accordingly.
- Communications, written or verbal, with clients regarding temporary workers shall represent bonafide temporary employees.
Relations between Personnel Consulting Firms
- An applicant or employer who has a complaint about another consulting firm should be directed to file the complaint with the Chairperson of the Ethics Committee in his/her state or in care of NAPC headquarters in Alexandria, VA. The firm receiving the complaint should not become involved.
- A member shall not in the course of advertising, public relations efforts, or any other activity permit the demeaning or criticizing in any manner whatsoever of any other personnel consulting firm.
- Positions listed in newspapers or other media shall be factual and refer to bona fide openings available at the time that copy is give to these publications.
- All advertising promotion or announcements regarding certification must conform to the standards and format of the NAPC Certification Program.
- Positions listed in newspapers or other media shall be representative of the types of opening generally available through the temporary service.
- No applicant shall be obligated for a contingency service charge until an offer and acceptance has been made between employer and applicant.
- Adjustments and refunds of service charges shall be made promptly in accordance with the highest ethical standards.
- No client or employee shall incur a charge unless they have been made aware of that charge before it is incurred.
- Members shall cooperate with and permit at any time complete and thorough investigation of an alleged violation of ethics or standards that tends to reflect on the business practices of the individual service and the association, by the elected officers or duly appointed committee, The National Association of Personnel Consultants, and shall abide by decisions of the investigative committee.
Note: These standards of ethical practices are in no way to supersede or replace the requirements of local ordinances or state and federal laws.