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The ‘National Leader’ In Specialty Recruiting
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Non-Recruitment Policy

NPPS Non-Recruitment Policy

It is very important to NPPS that we operate at the highest ethical standards in the industry.  That includes honoring our pledge not to recruit from our clients. 

A “client” is someone who has paid us a recruitment fee within the last 12 months.

In today’s modern world of pervasive interconnectivity, multiple advertising venues and social networking, it is practically impossible not to sometimes end up talking to employees of clients about other positions.  To try and avoid this we add an advisory to all of our marketing emails explaining that it is our policy not to recruit employees of our clients.

Our recruiting database includes over 25 years of accumulated contacts and resumes.  We are connected to, or have files in our database, of literally thousands of people in the industry.  Many of these people are employed at our clients.   Sometimes we can tell that, but sometimes we don’t know that until after we begin a dialogue.

When we do our networking, send out mass emails, place advertisements, etc we routinely hear from people who happen to be working at current clients.  We also have many conversations with people without realizing that they now work at a client.  Companies merge and change names.  Resumes are not always updated.  Etc.  Etc.

There is simply no way to avoid occasionally talking with employees of clients.  But we do not knowingly approach them to change jobs.

This is our non-recruitment pledge:

 

  • WE WILL NOT PURPOSELY SEEK TO RECRUIT AWAY EMPLOYEES OF CURRENT CLIENTS. 
  • WE WILL NOT REPRESENT ANYONE WHO WE PLACED INTO A POSITION WITH A CLIENT SO LONG AS THEY ARE EMPLOYED THERE, EXCEPT WITH PERMISSION.

 

  • If we do hear from an employee of a client we first explain our non-recruitment policy and encourage them to try to stay and work out their situation with the client.
  • If they insist that they will be leaving anyway we ask them if they can get permission for us to work with them.  Often that is impractical.
  • If we have already disclosed the identity of a search, and then we discover that the employee wants to pursue the position themselves, we may elect to represent the candidate in that situation, given that we have no legal way to prevent them from pursuing it on their own.
  • If we believe that it would be unethical to represent them we will try and be good citizens and recommend another recruiter or an arm’s length referral.  At that point we would break off our contact with the employee.  We will not participate is getting them to accept any offers.