TEAM recognises the responsibility which is given to us by our
clients and candidates.
Our consultants acknowledge the trust that is shown in us, to manage
each important and sensitive recruitment assignment and career move.
Successful recruitment is achieved through the harmonious matching
of the requirements and benefits of an organisation with candidate
skills and expectations.
TEAM undertakes to fulfil these responsibilities with honesty,
integrity, skill, thoroughness, reliability and confidentiality,
respecting the interests of both clients and candidates, by carefully
managing all information.
TEAM's Code of Ethical Practice also ensures its consultants act
in a professional and ethical manner, protecting both clients' and
candidates' interests, and maintaining our commitment to a high
standard of service and recruitment excellence.
CODE OF ETHICAL PRACTICE
must act in a professional manner with conduct conducive to achieving
TEAM's organisational objectives; the ethical and professional
service to clients and candidates. Any conflict of interest must
- TEAM's terms
of business must be clearly communicated to the client, as specified
in our "Fee Schedule", prior to the transacting of any
are guided by a duty of care, to clients and candidates in conducting
the recruitment and consulting service.
must not deceive or misrepresent clients or candidates. This includes
divulging all information to clients pertaining to a candidate's
employability, and not withholding information that may be unfavourable.
Candidates must be allowed to make an informed decision, based
on consultants providing all available information.
gained through the course of business transactions must not be
revealed to third parties.
are expected to protect the confidentiality and privacy of its
clients and candidates, at all times.
must ensure that candidate details are not released to clients,
without gaining prior consent from the candidate.
must adhere to current labour law polices and practices in the
jurisdiction of Australia; including but not limited to; The Workplace
Relations Act 1996, The Occupational Health and Safety Act 1985,
Statutes governing anti-discrimination, equal opportunity, affirmative
action, sexual harassment and unfair dismissal.
- Both parties,
clients and candidates are to be kept informed during the recruitment
are to be given feedback following interviews with clients in
a manner that is sensitive and empathetic. Appropriate counselling
or constructive criticism is also to be given to candidates when
are not to be placed without the completion of a minimum of 2
verbal reference checks, with the last 2 positions that the candidate
was employed in.
candidates previously placed by TEAM is unethical and is an instant
must act in accordance with the National Privacy Principles established
in the Privacy (Private Sector) Amendment Act 2000.
must also operate in conjunction with guidelines from the Recruitment
Consulting Services Association (RCSA).