Quality Standards in Recruitment Fiona Coombe, Director of Professional Services Recruitment &  Employment  Confederation
What is REC? <ul><li>REC is the largest trade association representing the private recruitment industry in the UK </li></u...
What is REC? <ul><li>REC members sign up to a Code of Practice and IRP members to a Code of Ethics </li></ul><ul><li>These...
What is REC? <ul><li>REC provides its members with free legal advice and business consultancy services ranging from a star...
Standards in Recruitment <ul><li>Employment Agencies Act 1973 </li></ul><ul><li>Conduct of Employment Agencies and Employm...
Standards in Recruitment <ul><li>The law  prohibits  recruiters from  </li></ul><ul><li>charging work-seekers for work-fin...
Standards in Recruitment <ul><li>In respect of hirers the law  obliges  recruiters to </li></ul><ul><li>Agree terms before...
Standards in Recruitment <ul><li>In respect of hirers the law  obliges  recruiters to </li></ul><ul><li>Inform the hirer i...
Standards in Recruitment <ul><li>REC Code of Professional Practice and Code of Ethics </li></ul><ul><li>Principle 1 – Resp...
Standards in Recruitment <ul><li>REC Code of Professional Practice and Code of Ethics </li></ul><ul><li>Principle 6 – Resp...
REC Professional Standards <ul><li>920 complaints in 2009:  </li></ul><ul><li>40% against members, 16% against non-members...
Standards in Recruitment <ul><li>Other relevant laws: </li></ul><ul><li>Data Protection </li></ul><ul><li>Right to work ch...
Standards in Recruitment <ul><li>Vetting & barring scheme </li></ul><ul><li>Equality Act 2010 </li></ul><ul><li>Agency Wor...
Safeguarding <ul><li>Vetting & Barring scheme intended to protect children and vulnerable adults by stopping those who pos...
Equality Act 2010 <ul><li>Direct discrimination and harassment extended to include “associative” and “perceptive” cases i....
Agency Workers <ul><li>A right to the same basic pay and employment conditions as the worker would have been entitled to h...
Agency Workers <ul><li>Entitlement to contractual holiday pay above statutory 5.6 weeks </li></ul><ul><li>Organisational p...
Agency Workers <ul><li>Access to information about vacancies from day one </li></ul><ul><li>Access to collective facilitie...
Questions © REC Copyright 2010
 
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HR in Pharma Networking Event - Fiona Coombe

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HR in Pharma Networking Event - 25th June 2010 - Guest Speaker - Fiona Coombe
Fiona Coombe covers the quality standards and code of conduct that HR/Recruiters should expect from their recruitment partners followed by Q&A.

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HR in Pharma Networking Event - Fiona Coombe

  1. 1. Quality Standards in Recruitment Fiona Coombe, Director of Professional Services Recruitment & Employment Confederation
  2. 2. What is REC? <ul><li>REC is the largest trade association representing the private recruitment industry in the UK </li></ul><ul><li>8000 recruitment businesses in membership comprising around 60% of the UK turnover of this £22billion industry </li></ul><ul><li>5500 recruitment professionals in membership of our Institute of Recruitment Professionals </li></ul>© REC Copyright 2010
  3. 3. What is REC? <ul><li>REC members sign up to a Code of Practice and IRP members to a Code of Ethics </li></ul><ul><li>These are underpinned by a Complaints and Disciplinary Procedure with sanctions administered by the wholly independent Professional Standards Committee </li></ul><ul><li>REC members submit to inspections and self-assessments and can sign up for more comprehensive audits </li></ul><ul><li>We award qualifications, the Certificate and Diploma in Recruitment Practice, and run over 30 training courses </li></ul>© REC Copyright 2010
  4. 4. What is REC? <ul><li>REC provides its members with free legal advice and business consultancy services ranging from a start up package to performance coaching </li></ul><ul><li>We deliver the DFE Quality Mark scheme auditing supply teacher agencies in England and Wales </li></ul><ul><li>We encourage members to sign up to the Diversity Pledge developed in conjunction with Jobcentre Plus in 2005 to show commitment to diversity in recruitment </li></ul>© REC Copyright 2010
  5. 5. Standards in Recruitment <ul><li>Employment Agencies Act 1973 </li></ul><ul><li>Conduct of Employment Agencies and Employment Businesses Regulations 2003 </li></ul><ul><li>Enforced by the Employment Agency Standards </li></ul><ul><li>Inspectorate of the Department for Business Innovation </li></ul><ul><li>and Skills they have power to inspect premises and </li></ul><ul><li>records and prosecute breaches of the law resulting in </li></ul><ul><li>fines of up to £5000 or a ban </li></ul>© REC Copyright 2010
  6. 6. Standards in Recruitment <ul><li>The law prohibits recruiters from </li></ul><ul><li>charging work-seekers for work-finding services </li></ul><ul><li>Subjecting a worker to any detriment for terminating a contract or taking up work elsewhere </li></ul><ul><li>Supplying temps to replace striking workers or workers who have been transferred to fill the job of a striking worker </li></ul>
  7. 7. Standards in Recruitment <ul><li>In respect of hirers the law obliges recruiters to </li></ul><ul><li>Agree terms before providing temps </li></ul><ul><li>Obtain consent to advertise any position on behalf of a hirer and state if it is temporary or permanent </li></ul><ul><li>Obtain basic information about a temp and confirmation of suitability before introducing them to the hirer </li></ul><ul><li>Confirm that candidates and temps are willing to work in the position </li></ul><ul><li>Confirm details of the position the hirer seeks to fill and pass this information to the worker </li></ul>
  8. 8. Standards in Recruitment <ul><li>In respect of hirers the law obliges recruiters to </li></ul><ul><li>Inform the hirer if they have information that gives reasonable grounds for believing that a worker supplied or introduced is or may be unsuitable </li></ul><ul><li>Keep records </li></ul><ul><li>Provide the option of an extended period of hire instead of paying a ‘transfer fee’ i.e. a fee for taking a temp on permanently or through another employment business </li></ul>
  9. 9. Standards in Recruitment <ul><li>REC Code of Professional Practice and Code of Ethics </li></ul><ul><li>Principle 1 – Respect for Laws </li></ul><ul><li>Principle 2 – Respect for Honesty & Transparency </li></ul><ul><li>Principle 3 – Respect for Work Relationships </li></ul><ul><li>Principle 4 – Respect for Diversity </li></ul><ul><li>Principle 5 – Respect for Safety </li></ul>© REC Copyright 2010
  10. 10. Standards in Recruitment <ul><li>REC Code of Professional Practice and Code of Ethics </li></ul><ul><li>Principle 6 – Respect for Professional Knowledge </li></ul><ul><li>Principle 7 – Respect for Certainty of Engagement </li></ul><ul><li>Principle 8 – Respect for Prompt and Accurate Payment </li></ul><ul><li>Principle 9 – Respect for Ethical International Recruitment </li></ul><ul><li>Principle 10 – Respect for Confidentiality and Privacy </li></ul>© REC Copyright 2010
  11. 11. REC Professional Standards <ul><li>920 complaints in 2009: </li></ul><ul><li>40% against members, 16% against non-members, 33% general enquiries, logo misuse and scams, 11% other </li></ul><ul><li>20% from temporary workers & 24% from permanent candidates; 15% from hirers </li></ul><ul><li>12 formal investigations: 1 reprimand, 1 compliance order and 1 expulsion </li></ul><ul><li>14.5% of complaints attributable to a sector from the healthcare sector </li></ul><ul><li>Common complaints include unprofessional conduct, non-payment for temps and contractual issues </li></ul>
  12. 12. Standards in Recruitment <ul><li>Other relevant laws: </li></ul><ul><li>Data Protection </li></ul><ul><li>Right to work checks </li></ul><ul><li>Criminal record checks </li></ul><ul><li>Diversity & equality </li></ul><ul><li>Health & safety </li></ul><ul><li>Advertising and direct marketing </li></ul>
  13. 13. Standards in Recruitment <ul><li>Vetting & barring scheme </li></ul><ul><li>Equality Act 2010 </li></ul><ul><li>Agency Workers Regulations 2011 </li></ul>© REC Copyright 2010
  14. 14. Safeguarding <ul><li>Vetting & Barring scheme intended to protect children and vulnerable adults by stopping those who pose a known risk from working with them under review </li></ul><ul><li>It remains a criminal offence for barred individuals to apply to work in a wider range of posts than previously </li></ul><ul><li>Employers still face criminal sanctions for knowingly employing a barred individual across a wider range of work </li></ul><ul><li>Two barred lists administered by the Independent Safeguarding Authority can be checked with an enhanced CRB check </li></ul><ul><li>Employers, LA’s professional regulators and inspection bodies have a duty to refer to ISA information where an individual has caused harm or posed a risk </li></ul>
  15. 15. Equality Act 2010 <ul><li>Direct discrimination and harassment extended to include “associative” and “perceptive” cases i.e. discrimination on the basis of persons with whom the claimant associates or a perceived characteristic of a claimant </li></ul><ul><li>Permits positive action to enable persons with a protected characteristic to overcome or minimise a disadvantage </li></ul><ul><li>Prohibits pre-selection health checks </li></ul><ul><li>Provision for indirect discrimination in equal pay claims </li></ul><ul><li>Limitation of pay secrecy clauses </li></ul><ul><li>Pay reporting to identify gender pay disparities </li></ul>
  16. 16. Agency Workers <ul><li>A right to the same basic pay and employment conditions as the worker would have been entitled to had they been recruited directly by the hirer to do the same job </li></ul><ul><li>After 12 continuous calendar weeks in the same role with the same hirer </li></ul><ul><li>Individual workers supplied PAYE or through a limited company except those genuinely in business on their own account </li></ul><ul><li>Basic pay: pay plus overtime and shift allowances, unsocial hours premiums </li></ul><ul><li>Excluding occupational benefits: bonuses, pension, sick and maternity </li></ul>
  17. 17. Agency Workers <ul><li>Entitlement to contractual holiday pay above statutory 5.6 weeks </li></ul><ul><li>Organisational pay scales, contractual terms and collective agreements will apply </li></ul><ul><li>If no pay scales or collective terms then a comparator may be used </li></ul><ul><li>Right to paid time off for ante natal visits </li></ul><ul><li>12 week qualifying period allows for up to 6 weeks break between assignments, annual leave, sick leave or time off for public duties </li></ul><ul><li>Liability rests primarily with the agency unless it has taken reasonable steps to obtain relevant information from the hirer or reasonably interpreted such information </li></ul>
  18. 18. Agency Workers <ul><li>Access to information about vacancies from day one </li></ul><ul><li>Access to collective facilities such as creche and childcare facilities, canteen and transport subject to objective criteria being met </li></ul><ul><li>Excludes ‘perks’ such as travel loans, gym membership </li></ul><ul><li>Rights do not apply to employees of an agency paid between assignments at least 50% of the pay in their previous assignment </li></ul><ul><li>1 st October 2011 </li></ul>
  19. 19. Questions © REC Copyright 2010

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