Code of Conduct

EUROPA Resourcing strives to operate in a professional manner and accordingly adheres to the following Code of Conduct with reference to Search Assignments and the provision of Market Intelligence.

Confidentiality

• Any confidential or sensitive client information gained during the course of normal business shall not be shared with other EUROPA Group businesses.
• We shall never approach the employees of any existing EUROPA client for the purposes of completing a Search Assignment.
• We will disclose promptly conflicts of interest and accept assignments only if all affected parties have expressly agreed to waive any conflict.
• We shall treat all confidential or sensitive client information only for the purposes of conducting a recruitment assignment.  
• We shall disclose client information only to others within the search firm or potential candidates who have a need to know the information.

Performance

• We shall accept only those assignments that we are qualified to undertake on the basis of our knowledge of the client's needs and our ability to perform the specific assignment.
• We shall develop an understanding with the client that, among other things, makes clear the fees and expenses to be charged, and any ongoing assurances or guarantees relating to fulfilment of the assignment.
• Provide to clients the member's undivided loyalty as an advocate and professional advisor in the process of negotiating with finalist candidates. Only in exceptional circumstances, and only with agreement in advance of all affected parties, may candidates be presented to more than one client simultaneously.

Candidates

• We shall seek to establish professional relationships with candidates. These relationships should be characterised by honesty, objectivity, accuracy and respect for confidentiality. In building such relationships we shall:
  • Explain the relationships that exist between the parties involved in a retainer-based search consulting engagement, and in particular the rights and obligations of the candidate in the process.
  • Provide candidates with relevant and accurate information about the client organisation and the position.
  • Encourage candidates to provide accurate information about their qualifications. Upon learning that a candidate has misled the client to his or her qualifications, reject the candidate unless the client and candidate agree that the candidacy should continue following disclosure of the facts. .
  • Only provide an individual's confidential resume or other confidential data with the individual's prior consent.

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