Code of Practice

The REC's Code of Professional Conduct for individual members aims to encourage high standards of performance from recruitment specialists. Members are required to commit and abide by this Code of Conduct which outlines professionally respected standards of best practice.

The Code is also a mark of distinction assuring candidates and clients that individual members of the REC conduct themselves in a professional manner at all times. Every individual member of the REC is issued with a copy of the Code of Professional Conduct as detailed below:

Members shall take particular account of current legislation and general codes of practice covering employment agencies, the employment of disabled persons, equal pay, discrimination, and data protection. Complaints made about individual members in relation to this Code by clients, candidates or other persons should be made to the REC's Woking Office in writing and will be dealt with by the Ethics and Disciplinary Committee. Employment Agency staff should observe restrictions and procedures laid down by the Employment Agencies Act 1973 and Regulations pursuant to it.

All recruitment for a specific post must begin with a Job Description and/or a Person Specification, and members must make every effort to obtain up-to-date versions of this document. In compiling Job Descriptions and Person Specifications the following factors should be considered:-

Statements of skills, aptitudes and knowledge should be specifically related to the needs of the job.

Statements of length and type of experience should be restricted to what is necessary for effective job performance. Criteria relating to personal qualities and circumstances should not be discriminatory in relation to age, sex, race, creed or disability unless material and lawful cause for this can be shown.

Application forms should not require detailed personal information unless it is relevant to the selection process. Where applications are invited by the member, these should be acknowledged promptly.

Members will encourage decision-makers to judge application forms and CVs only against the Job Description and/or Person Specification provided. Employment agency staff will only undertake assignments which they are competent to fulfil and where the client's requirements are clearly defined and understood. Members acting on behalf of clients will only put forward for interview those candidates who are judged to be suitable on the basis of job requirements. Applications must be treated as confidential. The circulation of papers must be restricted to those involved in the recruitment and selection process. Candidates should be given clear details about the way their applications will be referred to clients or other parties. Information received from clients must be treated as confidential and used only as part of the selection process.

Members will state clearly to job candidates whether references will be used and at what stage of the recruitment process they will be taken up. Members must state at the time of interview that they will not approach a current employer without the candidate's permission. Information obtained through a reference must be treated as confidential to the recruitment profession. Written reference requests will be marked 'confidential' on both the envelope and the request. Members should comply with the requirements of the Rehabilitation of Offenders Act 1974 in relation to references.

All job details contained in advertisements will be based on the Job Description and/or Person Specification provided. In their wording and design, advertisements should avoid possible discrimination on the grounds of sex or race except in specific circumstances laid down in the Race Relations Act or the Sex Discrimination Act. Members in Northern Ireland will observe NI legislation which prohibits discrimination on the grounds of sex, religious affiliation and religious beliefs.

Any description of the client or terms offered should be realistic, factual and clear. Clear instructions should be given as to the application contact procedure. Advertisements should observe the Code of Advertising Practice as laid down by the Advertising Standards Authority.

Members should be trained and competent in interviewing techniques. Members will make every attempt to avail themselves of appropriate training in interviewing techniques and to encourage professional standards of performance in colleagues. Members must be fully conversant with background information such as Job Description and Person Specifications. Sufficient time should be allowed to plan the structure and content of the interview. A previously completed application or CV, if available, should be read before the beginning of the interview. Adequate information should be given to candidates regarding the duration, format and likely outcome of an interview conducted by a member, and any subsequent test and selection procedures. Questions should be used which assess a candidate's skills, knowledge and experience. Questions which could be construed as discriminatory should be avoided. Candidates should be informed wherever possible of the recruiting role of the member, especially if acting as an external aid to a client, and the nature and timescale of the appointment procedure. Candidates should be briefed as accurately as possible before they are referred to a client as a job applicant. Such briefing is likely to take the form of preparation for interview and relevant information regarding the post, the employer and the location of the interview venue. Clear information should be given to candidates regarding expenses payable in attending interviews with the member or with clients.

All stages of the recruitment process should be accurately documented, including the results of interviews, tests and references. Confidentiality of clients and candidates will be observed at all times in the handling and storage of information. Where applicant data is stored electronically, members will observe the requirements of the Data Protection Act.

Any selection techniques employed, particularly the use of tests and personality questionnaires, should be relevant, properly validated and, where appropriate, conducted by trained or licensed staff.