HAIGH RECRUITMENT CONSULTANTS
115 Crawford Street. London. W1H 2JH
+44 20 748 748 44
RECRUITMENT BEST PRACTICE GUIDELINES
These Guidelines are intended to promote good recruitment practise and to ensure that Haigh Recruitment Consultants and their Client conduct business ethically.
For the purpose of these Best Practice Guidelines, the following definitions are employed:
Haigh Recruitment Consultants operating as a broker; acting on behalf of organisations seeking employees; representing individuals seeking employment.
An individual seeking employment, having sought or accepted representation with the Consultancy.
An organisation seeking employees, fulfilling one of the following criteria: (1) operating within a preferred supplier agreement with the Consultancy, or (2) having hired employees via an agreement brokered by the Consultancy within the previous 12 months. In the case of executive search companies a separate and specific contractual agreement should be reached with each individual client.
Under the Best Practice Guidelines, Recruitment Consultancies agree:
- Not to submit any Candidate for a position without having previously conducted an in-depth face-to-face interview. Where in exceptional circumstances the Candidate has not been interviewed, the Client should be informed.
- To reach a clear understanding with Candidates on procedure for submission of CVs, and to obtain the Candidates' agreement as to which companies their CVs should be sent before forwarding their CVs to those companies.
- To ensure at all times strict confidentiality of all information provided by the Client or Candidate unless written permission has been granted.
- Never to take up formal or informal references for Candidates until they have given their permission and referees have been agreed.
- To provide Candidates with full and relevant information regarding job requirements and Client backgrounds prior to any interview with that Client.
- To maintain communication with all Clients and Candidates and in particular to notify Candidates when they are no longer under consideration for a vacancy with a specific Client.
- Only to advertise a genuine vacancy that they have been asked to fill.
- Only to undertake assignments where the Client's requirements are genuine and clearly understood.
- Prior to accepting an assignment, to provide each Client with a full, written explanation of the relevant Consultancy services provided, together with costs, including expenses, where applicable and terms of business. These terms must include details on compensation for Clients where the occasion arises that a Candidate only remains in their post for a short period (length of period to be agreed on an individual basis by Client and Recruitment Consultancy).
- To ensure each Client and Candidate knows which individual within the Consultancy is their main contact and to notify them of any changes thus maintaining continuity and standards of service.
- Never to approach any employee of an existing Client - unless previously agreed with that Client - for the purpose of securing that employee as a Candidate to fulfil another Client brief.
- To restrict any executive searches undertaken to senior level positions where it is the preferred route of the Client, and to adopt professional methodology, free from high-pressure tactics aimed at unsettling otherwise settled people.
- To ensure that agreed contacts and client channels are always used and that the relevant individuals handling recruitment within Client's organisation are not by-passed, unless instigated by the Client.
- Not to send CVs to Clients without the Candidate's' agreement.
- With advertised assignments, to clearly indicate the requirements of the job and provide prompt acknowledgement of every Candidate application. Candidates who have responded to client-paid advertisements will not be put forward to other Clients until their application has been rejected by the retained Client.
- To follow up placements with a courtesy call to both the Candidate and Client within the first month of employment.
Under the Best Practice Guidelines, DMA members agree as Clients:
- To provide company information, e.g. company brochures and/or credentials to Consultancies.
- To provide written job descriptions and where possible a candidate profile.
- To respect Candidates' confidentiality by:
a. Not leaving copies of CVs lying around offices.
b. Not taking official or unofficial references without Candidates' permission, until an offer of employment has been made and accepted.
- To provide Consultants with standardised feedback on:
a. CVs that are sent to Clients within 72 hours.
b. Interviews that have taken place within 48 hours.
- To provide a senior person or a confidential administrator to co-ordinate recruitment, and to log in CVs sent.
- To notify the Consultant immediately if any CV submitted is already known to them through another Recruitment Consultancy. If a Candidate's details are forwarded by more than one Consultancy then, in the majority of cases, the first contact will be deemed relevant. However, in any dispute, the Candidate will be asked to provide details of which Consultancy he/she considered to be acting on their behalf.
- To keep Consultancies informed of any offers made and start dates agreed.
- To abide by the Recruitment Consultant's Terms & Conditions of business, agreed prior to interviewing Candidates.
- To only brief Recruitment Consultancies where there is a serious intention to recruit for that position within 3 months. To update Consultancies on changes in vacancies, informing them immediately the position is filled.
- To treat Candidates professionally and with respect at all times. Their time spent interviewing and showing an interest in the company should be valued.
Dated: May 2002
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