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IS YOUR RECRUITER OR RECRUITING FIRM CERTIFIED?
Three years ago, my company, Gecko Hospitality took a giant leap of progression in certifying ninety percent (90%) of it’s recruiters through the National Association of Personnel Services (NAPS) as Certified Personnel Consultants (CPC). Think of NAPS as the National Restaurant Association (NRA) or the International Hotel and Motel Association (IHMA) to the restaurant / hospitality industry and the importance each association brings to our profession.
Would you agree to be operated on by a surgeon that was not licensed by the American Medical Association? Or, would you board a commercial airplane whose pilot was not certified and licensed by the Federal Aviation Administration? Of course all of us would say “absolutely not” to the questions above but all too often Human Resources Managers and Company Recruiters are bombarded by agencies who want your business. The next time you get that call, the first question should be, “are you a certified recruiter?” Don’t be surprised that they’re not. Why? Because only 10% of the nation’s recruiters, in any niche mind you, are actually certified. Certification entails a month long review of case studies, federal and state employment laws as well as hundreds of pages of reading on ethical standards in the recruiting profession. A day long immersion session is concluded by a ten page test consisting of one hundred and fifty multiple choice and true false questions.
Why Should You Care That The Recruiter You Use Is Certified?
First and foremost, hiring practices and laws apply to recruiting firms and agencies just the same as your own company. There is a nasty stigmatism that since the recruiting firm is not the “hiring company” but just a 3rd party, that they can break the laws and ask the questions that our clients can’t. WOW! Trust me when I say this that response could not be further from the truth. I bet you didn’t know that the hiring company can be held equally as culpable in a court of law if a candidate sues the recruiting firm on basis of discrimination! A certified recruiter is thoroughly trained in all applicable federal laws that protect every candidate. Secondly, ethical standards that are paramount to a recruiter and company’s reputation are examined to ensure a positive working relationship. And finally, best recruiting business practices are discussed and role played, demonstrating real life situations and solutions.
As a Certified Personnel Consultant (CPC) we are all required to attend ongoing training to help strengthen ourselves professionally as recruiters. Everyone is required to have 50 contact hours of training every three years through seminars, training sessions as well as regional and national conventions. I encourage all of our current and future clients in business to examine our credentials and remember that Gecko not only separates ourselves by means of great service to our clients but believes we have an ethical duty to protect our candidates and the interests of our clientele.
Leading our Profession’s Credentialing since 1961
Since 1961, NAPS has awarded more than 10,000 professional credentials to recruiting and staffing professionals. Today NAPS awards 5 different professional credentials. Credentialing began with the Certified Personnel Consultant (CPC) in 1961. The Certified Temporary-Staffing Specialists (CTS) was added in 1989. We now have over 300 professionals are dually certified as CPC and CTS. The NAPS commitment to credentialing continues with its two most recent credentialing programs, Certified Employee Retention Specialist (CERS) introduced in 2006, and our first credentialing program specifically designed for staffing and recruiting companies. The NAPS Accredited Firm credential (NAF) was introduced in 2007. NAPS also offers the first staffing specialty certification designation, the Physician Recruiting Consultant (PRC).
Why Should Recruiters Get Certified
To all of my fellow recruiting colleagues, training to become a certified recruiter is a privilege which I highly recommend. Professional credentialing is a statement to the business community and to your clients specifically, of your commitment to staffing and recruiting excellence. Fortune Magazine has reported that the best way to choose a recruiter is to ask them if they’ve been certified. Buyers of our profession’s services want consultants, consultants who can lead them through the complexities of staffing, search and retention for their organization’s continuing success. Credentialing demonstrates your individual and organizational commitment to excellence to your clients, yourself and your organization
NAPS credentialing isn’t static!
It's very important that the credentialed search and staffing professionals stay current with staffing and recruiting law, ethics, and best business practices. For this reason, NAPS requires continuing education for all its CPC, CTS, PRC and CERS credentialed professionals. NAPS Accredited Firms must renew their commitment to excellence on an annual basis.
For more information on learning how to become a certified professional recruiter, please visit http://www.recruitinglife.com/EduCert/index.cfm
Robert Krzak CPC,CERS
President
Gecko Hospitality
Would you agree to be operated on by a surgeon that was not licensed by the American Medical Association? Or, would you board a commercial airplane whose pilot was not certified and licensed by the Federal Aviation Administration? Of course all of us would say “absolutely not” to the questions above but all too often Human Resources Managers and Company Recruiters are bombarded by agencies who want your business. The next time you get that call, the first question should be, “are you a certified recruiter?” Don’t be surprised that they’re not. Why? Because only 10% of the nation’s recruiters, in any niche mind you, are actually certified. Certification entails a month long review of case studies, federal and state employment laws as well as hundreds of pages of reading on ethical standards in the recruiting profession. A day long immersion session is concluded by a ten page test consisting of one hundred and fifty multiple choice and true false questions.
Why Should You Care That The Recruiter You Use Is Certified?
First and foremost, hiring practices and laws apply to recruiting firms and agencies just the same as your own company. There is a nasty stigmatism that since the recruiting firm is not the “hiring company” but just a 3rd party, that they can break the laws and ask the questions that our clients can’t. WOW! Trust me when I say this that response could not be further from the truth. I bet you didn’t know that the hiring company can be held equally as culpable in a court of law if a candidate sues the recruiting firm on basis of discrimination! A certified recruiter is thoroughly trained in all applicable federal laws that protect every candidate. Secondly, ethical standards that are paramount to a recruiter and company’s reputation are examined to ensure a positive working relationship. And finally, best recruiting business practices are discussed and role played, demonstrating real life situations and solutions.
As a Certified Personnel Consultant (CPC) we are all required to attend ongoing training to help strengthen ourselves professionally as recruiters. Everyone is required to have 50 contact hours of training every three years through seminars, training sessions as well as regional and national conventions. I encourage all of our current and future clients in business to examine our credentials and remember that Gecko not only separates ourselves by means of great service to our clients but believes we have an ethical duty to protect our candidates and the interests of our clientele.
Leading our Profession’s Credentialing since 1961
Since 1961, NAPS has awarded more than 10,000 professional credentials to recruiting and staffing professionals. Today NAPS awards 5 different professional credentials. Credentialing began with the Certified Personnel Consultant (CPC) in 1961. The Certified Temporary-Staffing Specialists (CTS) was added in 1989. We now have over 300 professionals are dually certified as CPC and CTS. The NAPS commitment to credentialing continues with its two most recent credentialing programs, Certified Employee Retention Specialist (CERS) introduced in 2006, and our first credentialing program specifically designed for staffing and recruiting companies. The NAPS Accredited Firm credential (NAF) was introduced in 2007. NAPS also offers the first staffing specialty certification designation, the Physician Recruiting Consultant (PRC).
Why Should Recruiters Get Certified
To all of my fellow recruiting colleagues, training to become a certified recruiter is a privilege which I highly recommend. Professional credentialing is a statement to the business community and to your clients specifically, of your commitment to staffing and recruiting excellence. Fortune Magazine has reported that the best way to choose a recruiter is to ask them if they’ve been certified. Buyers of our profession’s services want consultants, consultants who can lead them through the complexities of staffing, search and retention for their organization’s continuing success. Credentialing demonstrates your individual and organizational commitment to excellence to your clients, yourself and your organization
NAPS credentialing isn’t static!
It's very important that the credentialed search and staffing professionals stay current with staffing and recruiting law, ethics, and best business practices. For this reason, NAPS requires continuing education for all its CPC, CTS, PRC and CERS credentialed professionals. NAPS Accredited Firms must renew their commitment to excellence on an annual basis.
For more information on learning how to become a certified professional recruiter, please visit http://www.recruitinglife.com/EduCert/index.cfm
Robert Krzak CPC,CERS
President
Gecko Hospitality
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