What to Expect from Genova

It often happens when you least expect it. Out of the blue you receive a call from a staffing firm, wanting to know if you might have an interest in a position they are trying to fill for a client. The opportunity seems promising, but you do not know what to expect. What does the process entail? How long will it take? What will we expect from you? Most important, what are your rights and obligations during the process? As a potential search candidate, you are entitled to ask these questions and to have them answered.

The Candidate's Bill of Rights

I. Confidentiality

When you become a candidate, you put yourself at a certain amount of risk with your current employer. For that reason, you are entitled to the highest levels of confidentiality from us and the client organization. To safeguard your confidentiality, we will:

• Following a meeting to discuss your candidacy, obtain your authorization before submitting your name and a report on you to the client organization.
• Upon your request, contact you directly rather than through your assistant or anyone else in your current company.
• Not contact references provided by you without your permission.
• Not discuss your potential candidacy with anyone outside Genova, and ensure that all employees of Genova abide by the same rules.
• Caution the client to also safeguard your confidentiality.

It is important to remember that you do not become a candidate until we have conducted an initial evaluation of your suitability for the position and you have expressed an interest in it. If either of these two criteria is missing, you cannot be considered a candidate for the position. However, even if the position about which you are being contacted is not right for you at the present time, you may still benefit from conversations with search Recruiters by being kept up to date with the market for your skills and experience. Candidates not selected on one search may be selected on another.

II. Full Disclosure

In order to make the right decision, you need to know as much as possible about the company you are talking to, the position and the client organization. This ultimately requires full and open disclosure regarding:

• The nature and requirements of the position
• The compensation package
• Whether relocation is required
• Pertinent information regarding the client organization

Be aware, however, that during your first conversation, when you are still being evaluated as a potential candidate for the position, the recruiter is under no obligation to divulge confidential information about the position or the client. Only after you have been identified as a legitimate candidate should you expect the Recruiter to disclose more than the most basic information. Even then, there are times when certain information about the client must remain confidential until the final stages of the search process.

III. Timely Communication

The completion of a contract/permanent search assignment can often take several days, weeks or even months, with many steps between initial contact and the ultimate hiring of the successful candidate. Once you become an active candidate, the recruiter should communicate with you in a timely manner at each and every step of the process. This means proactively updating you on the progress of the search as well as responding in a timely manner to any inquiries initiated by you.

IV. Feedback

Based on his or her understanding of the position and the client's needs, the recruiter should give you an honest appraisal of where you seem to fit the opportunity and where you do not seem to fit. If at any point in the process the client decides not to proceed with your candidacy, the recruiter should provide as complete an explanation of the client's decision as possible.

V. Professional Treatment

Genova Recruiters are expected to comply with all the employment laws that apply to the normal hiring process. In addition, they should also demonstrate a high level of professionalism with each and every candidate. Professional treatment means that the recruiter:

• Has a clear understanding of the position and the client's expectations for it
• Conducts an organized, well thought-out interview
• Shows up on time and well-prepared for all appointments
• Demonstrates in-depth knowledge of the market and the client
• Answers all your questions in an honest and forthright manner

VI. Adequate Process Details

As a search candidate, you are entitled to know what to expect as the process unfolds. For example, what is the anticipated time frame for the first round of interviews? If you make the first cut, what happens next? We will readily volunteer this kind of information.

VII. Respect for Your Time and Position

When scheduling appointments and interviews, the recruiter and the client should demonstrate the utmost respect for your time, your position and your responsibilities to your employer.

X. A Trusting Relationship

If the recruiter conducts him or herself in a manner befitting these guiding principles, you should naturally develop an open and trusting relationship. Conversely, if for any reason you do not feel you can trust the recruiter or the client, you would be well served to withdraw from the process. Keep in mind that the best recruiters strive for more than just filling the position for their client; they want to help you make the best decision for you, your family and your career.

Concluding the Search

If the client decides to hire you to fill the position, you have arrived at one of the most important stages of the search process: negotiation of your employment agreement. This can involve highly sensitive issues in which the search Recruiter can play a crucial role of intermediary to ensure open and effective communication between client and candidate. Use this 'honest broker' channel of communication to candidly express any concerns or special requirements that you may have on terms and conditions.

When the search process is completed and you have signed on the dotted line, some search Recruiters will stay in touch with you for three to six months to make sure that your transition into the new position is a success. Feel free to contact your Recruiter with major concerns that arise. He or she may well be able to help sort out problems, and diplomatic intervention by the search Recruiter will normally not be resented by the client. However, search Recruiters are not professional coaches, and thus their role here may be limited.

If your candidacy does not result in a hire, most Recruiters will want to keep you in their pool of candidates for future assignments. They may contact you from time to time to maintain the relationship and keep you apprised of any upcoming assignments. They may also use you as a resource to help identify candidates for assignments that are not a good fit for you. If you developed a good relationship with the search Recruiter, you may want to take your own steps to maintain the relationship as well.

Regardless of the outcome of the search, the Recruiter may not use your name or the results of the search as testimonials without your permission.