FPC's Code of Ethics
FPC of Hinsdale is an integral member of a network comprising 70 independently owned offices located throughout the United States which are dedicated to upholding our reputation for excellence in the field we helped pioneer. Each office is unique in locale and specialization, but all of our offices and the people we work with are inspired by the FPC Code of Ethics. It has been, and will continue to be, the hallmark of our success.
- To service client companies and candidates in a professional and ethical manner.
- To exercise professional judgment in screening and referring candidates for identified positions with clients.
- To refuse job listings that violate equal employment laws regarding race, sex, sexual orientation, marital status, color, age, religion, national origin, or disability.
- To comply with all state and federal laws dealing with employment issues.
- To insist upon thorough job specifications in order to understand and meet the exact needs of the client.
- To describe the specifics and requirements of the job to the candidate in accordance with the consultant's best understanding of the opportunity at hand.
- To thoroughly assess all candidates as to their ability to perform the specific job functions, and to refer only those candidates whose credentials appear to be a reasonable match to the client's job description.
- To divulge all pertinent information, within legal boundaries, to the employer regarding anything that may affect the candidate's ability to do the job.
- To accurately transmit to the client all relevant information obtained from a candidate about his or her background, expertise, motives, objectives, and earnings history -- but only with prior permission from the candidate.
- To be an effective and objective liaison between employer and candidate in assisting each party to evaluate the other's strengths and weaknesses.
- To always keep in mind the candidate's career needs. He or she deserves an honest, ethical approach concerning career opportunities, including confidential and discreet handling of credentials and privileged information.
- To be sensitive to the goals and needs of candidates. If unable to help them, to do the best to recommend them to an appropriate source.
- To avoid making representations or promises that cannot be supported by facts.
- To help candidates, to the best of our ability, avoid employers with documented histories of unstable financial, unethical, or illegal, employment or business practices.
- To never withhold information which is detrimental to the candidate.
- To refer candidates only to bona fide positions that have been discussed with all parties.
- To avoid actions or advice which might jeopardize a candidate's position with his or her current employer.
- To advise all candidates to avoid giving notice or leaving their current employment until all stages of the hiring process are complete.
- To view all F-o-r-t-u-n-e offices as partners in the employment process.
- To act in good faith within the system, and to promote the good name and reputation of F-o-r-t-u-n-e throughout the business and professional community.