Originally published in CincoDías/ El País Economía.
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An executive search consultancy must guarantee the company it works for the utmost confidentiality. the company for which it works the maximum confidentiality, it must say who is the person the person who will be in charge of the search and must also provide regular reports on the progress of the process. provide regular reports on the progress of the process. The consultant also undertakes to help the company negotiate with the final candidate. with the final candidate.
These are some of the 10 points included in the Charter of Customer Rights Eurogalenus together with the Association of Executive Search Consultants (AESC). Executive Search Consultants (AESC). In essence, it is a matter of explaining what a company should expect from its relationship with a firm. what a company should expect from its relationship with an executive search consulting firm. executive search consulting firm.
On the talent side, and to detail what should be expected from an executive search firm, the Candidate Bill of Rights states that candidates have the right to confidentiality, to continuous communication, to make a decision without being under pressure and that if, in the end, their candidacy is not successful, their data cannot be used without their consent.
According to Eurogalenus, ‘even if there are only contractual obligations between the consulting firm and the client, the consultants between the consulting firm and the client, the consultants also establish professional and ethical also establish professional and ethical relationships with candidates’. candidates’.
In addition, AESC members work under a code of ethics, which states that the consultant-candidate relationship must be characterized by honesty, objectivity and honesty, objectivity and respect for confidentiality.
According to Eurogalenus professionals, the executive search profession is now mature enough to maturity to ‘put in writing the rights of clients and candidates’. clients’ and candidates’ rights in writing’.
For its part, AESC points out that the success of a search for talent depends, to a large extent, on a three-way understanding between candidate, consulting firm and client, where everyone understands their rights, responsibilities and obligations.
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