CERC Code of Practice

A Certified Executive Recruitment Consultant (CERC) must conduct his/her business in a proper and professional manner and in accordance with all applicable laws. A CERC shall only take up his/her engagement upon evidence of an order for consultancy having been placed. A CERC accepts only assignments that he/she is qualified to undertake on the basis of his/her knowledge of the client's needs and his/her ability to perform the specific assignment. A CERC shall only accept an assignments relating to a specific position on an exclusive basis.

Before accepting any assignment, a CERC must advise his/her client of any potential conflicts of interest and any material restriction to which it is subject by reason of undertakings given to other clients. Furthermore, a CERC must agree any "off limits" rules which will include undertakings that he/she will not, without the client's prior permission, make any first approach:

to any candidates placed by it with that client while those candidates remain employed by that client; or
to any employee of a client within a minimum of one year of completing an assignment.

In performing an assignment the following standards must be observed:

The client will not be given details of any candidate without that candidate's prior permission.
A CERC must abide by the client's instructions regarding the confidentiality of the assignment and the limits of information which can be provided. Within these
limitations candidates will be provided with full and relevant information about the vacant position.
Unless otherwise agreed with the client, no candidate will be submitted until his or her suitability for the vacant position has been assessed by interview.
Throughout the assignment, a CERC will maintain regular communication with the client and candidates, appraising the latter of their current situation.
No information about the client or a candidate will knowingly be withheld if it might influence the other's decision regarding the appointment.