Important Ethical Practices in the Recruiting Process

Craig Stocksleger is the owner of Comprehensive Recruiting, an Arizona-based firm that focuses on placing capital markets professionals in executive positions within financial companies. With nearly 15 years of experience, Craig Stocksleger has also trained many employees in best practices for recruiting qualified, executive-level candidates for companies in the financial sector. When seeking professionals to fill positions, it is important for recruiters to adhere to the following ethical practices in order to maintain integrity and promote the success of their clients.

1. An ethical recruiter does not attempt to place candidates where they are unsuitable. Though firms aim to put adequate candidates in jobs as quickly as possible, an ethical recruiter should not utilize unethical practices such as redirection in order to convince a hiring manager that his or her qualms about a candidate are unfounded. Instead, a recruiter should listen to client concerns, and seek to provide a candidate that satisfactorily meets client needs.

2. An ethical recruiter does not misrepresent himself in order to obtain resumes. Using a practice known as “rusing,” unethical recruiters will claim to be legal professionals, family members, or members of the press in order to persuade a potential candidate to speak with them, and promptly drop the ruse to talk business as soon as the candidate agrees to speak with them. Honest recruiters make contact with discretion, but are transparent about their identities.

3. An ethical recruiter does not fabricate job descriptions in order to collect resumes. Unethical recruiters often accumulate the resumes of potential job candidates by contacting these individuals with fake job descriptions, and later tell them the position has been filled. A good recruiter contacts professionals with tangible job offers only.

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Recruiting and Employment in Shifting CFO Market

Craig Stocksleger is an experienced executive recruiter specializing in the placement of practiced capital markets professionals. In 2006, Craig Stocksleger started Comprehensive Recruiting, a full-service financial markets executive search firm based in Tempe, Arizona.

The Wall Street Journal recently featured an article exploring how recruiting has been impacted by shifts in the CFO market, including the increased preference for veteran CFOs and the growing number of CFOs retiring earlier. According to the article and research from Deloitte, CFO turnover is approximately 15 percent annually, and Peter Crist of Crist/Kolder Associates reports an unprecedented number of simultaneous CFO searches by large public companies. Crist also notes that the dwindling supply of experienced CFOs will continue to create supply-and-demand challenges as companies keep seeking to hire sitting CFOs.

For enterprises hoping to recruit a sitting CFO, Crist recommends that companies enhance their positioning in five categories, ranging from company culture to wealth creation. He also states that CFO candidates who aren’t sitting CFOs should engage in strategic career development by seeking operational experience and working in various areas like capital markets and Wall Street.