Receiving a call out of the blue offering you the opportunity to consider a position with another company is a welcome surprise for most people. It's a reassuring validation of your worth as an executive, and may open up a totally new career path should you accept the invitation to explore it.

But how many people know what the executive search process involves? Updating you CV is the easy part, but there will be a thorough assessment of your suitability and fitness for the role before a firm offer is made.

However, the candidate also has certain rights, enshrined in the ethical code of the internationally-recognised Association of Executive Search Consultants (AESC). In essence, these rights come under the heading of honesty, objectivity, accuracy, and confidentiality.

At the heart of this ethical consideration is the recognition that each candidate is at a certain risk with their current employer: knowing that you are casting around for a new post, or even considering an unsolicited approach, could jeopardise your existing prospects if you decide to stay or find that the position offered is not what you want.

Confidentiality is the overriding consideration, and the executive search company must obtain your specific permission before submitting your name and a report on you to the client company.

It should also not contact your referees without your permission, and should not discuss your candidacy with anyone outside the executive search firm. It should also notify the hiring company to safeguard your privacy.

Executive search firms do not operate like high street recruitment agencies. The search is initiated by the client company, whose need is to identify and recruit the highest calibre candidate for a senior management or technical position.

Even though the client firm will absorb the cost (usually, but not always, an agreed percentage of the first year's salary), the search firm should act as an honest broker, paying due heed to the needs of both candidate and client.

Hence, the candidate needs to know as much as possible about the search firm, the position being offered, and the client. This ultimately means full and open disclosure about the nature and requirements of the position, the compensation package, and any pertinent information about the client company.

While you are still being evaluated as a potential candidate, the consultant is under no obligation to divulge confidential information about the position or the client organisation. Only after it has been agreed that you are a shortlisted candidate should you expect the consultant to disclose more pertinent or sensitive details.

Based on their understanding of the position and the client's needs, the consultant should give you an honest appraisal of where you seem to fit the opportunity and also where you seem not to fit.

If, at any point in the process, the client decides not to proceed with your candidacy, the consultant should provide feedback and an explanation of the client's decision.

Search consultants are expected to comply with all the employment laws that apply to the normal hiring process, and should also demonstrate a high level of professionalism with each candidate.

This means that the consultant has a clear understanding of the position, and of the client's expectations for it; that they conduct an organised, well thought-out interview; that they demonstrate in-depth knowledge of the market; and that all questions are answered in an honest and forthright manner.

The candidate should be prepared at any stage in the proceedings to ask:

How long will this take?

Who do I have to meet with before a decision is made?

What time frame is the client working on?

What is the next step?

The consultant understands that, as a senior executive, your current position demands your full time and attention, and so should show utmost respect for your time and responsibilities when scheduling appointments and interviews.

Keep in mind that while the consultant represents the client, they do not have complete control over the client's communication with you during the process. If changes occur that contradict the information given to you by the consultant, you should ask for clarification.

If these principles are observed, the result should be a consultant/candidate relationship that is open, above board, and based on trust. If for any reason you do not feel you can trust the consultant or the client, then you should withdraw from the process.

Keep in mind that the best search consultants strive to exceed client expectations and an element of that is to ensure this is the right move for you, your family and career, so that there is a smooth transition to the new position.

Mary Wharton is a partner with MERC Partners, a professional executive search and selection organisation