R2R Code of Practice

This Code of Practice is binding on all members of the R2R Sector Group of the Recruitment and Employment Confederation (REC). Complaints against members of the REC R2R sector Group will be investigated by the REC Professional Standards Manager under both this Code of Practice and the general REC Code of Good Recruitment Practice.

1. A member must conduct its business in a proper and professional manner and in accordance with all applicable laws including but not limited to the Employment Agencies Act 1973 and the Conduct of Employment Agencies and Employment Businesses Regulations 2003 (the 2003 Regulations).
   
2. Before accepting instructions from a client, a member must advise the client of any potential conflicts of interest and any material restriction to which it is subject by reason of undertakings given to other clients. Conflicts of interest include but are not limited to circumstances where a member introduces a candidate to a client which that member is also considering for its own employment and introducing a candidate to two clients within the same group of companies.
   
3. Before accepting instructions, a member must agree any "off limits"* rules which will include undertakings by the member that both it, any of its subsidiaries and anyone contracted by it,will not, without the client's prior permission, make any first approach**:
   1. To any candidates placed by it with that client while those candidates remain employed by that client; or
   2. To any employee of a client within a minimum of 12 months of the last placement of a candidate with that client where a notice under point 3c) below has not been served; or
   3. Subject to the provisions of any contract between the member and the client, within 3 months of either the client or the member serving on the other a written notice severing the business relationship between them;
      
4. In carrying out an instruction from the client the following standards must be observed:
   1. The client will not be given confidential details of any candidate without that candidate's prior written consent, documentary evidence of which can be provided upon request. If the candidate withdraws consent at any time, such withdrawal must be confirmed to the client by the member and evidenced in writing;
   2. A member must abide by the client's instructions regarding confidentiality and the limits of information which can be provided.Within these limitations candidates will be provided with full and relevant information about the vacant position;
   3. In carrying out an approach call, a member must not, and must ensure that its consultants and researchers do not deliberately misrepresent the identity of their company or the purpose of that call;
   4. Members will take all reasonable steps to give candidates feedback within 3 working days of an interview with a client. If feedback is not available from clients within that period the candidate shall be notified of that fact and feedback will be give as soon as reasonably practicable after it becomes available;
   5. Following an interview with a member, a candidate will be notified within 3 working days as to whether their application is being progressed by the member and if it is not, why that is the case;
   6. No information about the client or a candidate will knowingly be withheld if it might influence the other's decision regarding the appointment;
   7. Members should reach a clear understanding with the client of the steps to be taken should the hirer receive the same candidate's details from more than one agency or should the client have already received a CV from another source and have conducted a recorded face to face or telephone interview with that candidate within the previous 12 weeks;
   8. Members will pay particular attention to Regulations 18, 19, 21 and 22 of the 2003 Regulations in respect of the duties to ensure that both the work seeker and the client are fully informed about each other at the point of introduction or supply. Members will not download CVs from jobseeker websites and submit them to clients without having first registered the candidate and conducted a face to face or telephone interview. Copies of substantive interview notes should be made available to the client upon request subject to the exclusion of any personal data that the candidate does not consent to being disclosed;
   9. Before introducing a candidate to a client, members will make clear to clients their policy for reference checking candidates.
      
5. In addition to the above requirements members are expected to promote equal opportunities, to decline to engage in any discriminatory practices, and to promote best practice in the recruitment industry as a whole. The REC Professional Standards Team have the power to investigate and to rule upon any breach or alleged breach of the above requirements in accordance with the disciplinary procedures issued by the Recruitment to Recruitment Group from time to time. Members will co-operate with and will abide by any ruling of the REC Professional Standards Committee in relation to any such breach or alleged breach.

* Activities that are "off limits" shall not include post placement care contact made by a member to a candidate within the rebate period as provided for in the member's terms of business with the client;

** A first approach is the initial telephone call, email or other communication whereby the member informs a potential candidate of a potential alternative employment opportunity.