Talent Hive Gain REC Compliance & Sign Up to the Code of Professional Practice
The REC provides a mark of quality which tells our clients that we strive to deliver the right people every time, that we care about what we do and have an unmatched level of professionalism. The REC set the standard and champion good recruitment.
When we joined the REC we signed up to the Code of Professional Practice (REC Code), which requires us to follow basic statutory compliance as well as higher ethical standards. Talent Hive passed the REC’s Compliance Test with a score of 100% and will continue to pass again every two years.
Our Members will observe the highest principles of ethics, equity, integrity, professional conduct and fair practice in dealing with others and will conduct their business in a manner designed to enhance the operation, image and reputation of the recruitment industry and REC members. The REC will offer guidance, legal advice and training to members to help achieve these standards.
Ethical conduct is not simply compliance with legal requirements but extends to honesty, respect for and equitable treatment of others, integrity and social responsibility. It is conduct that holds up to disclosure and to public scrutiny. Members and their staff will act towards other members and non-members, candidates, clients and others at all times in good faith. Members should actively seek to support and uphold the mission and values of the REC. REC has an important role to play in continuously improving standards within the recruitment industry.
This Code is binding on all corporate members of the REC and their subsidiary/associate companies. Where a member operates in a sector or sectors covered by one or more of the REC’s industry sector codes of practice, the requirements of the applicable code or codes are also binding. Complaints against REC members from candidates, clients or others, can be investigated under the REC Complaints & Disciplinary Procedure.
PRINCIPLE 1 – Respect for Laws
Members and their staff must comply with all relevant legislation, statutory and non-statutory requirements and official guidance and any future amendments to such requirements during the course of providing their services to others.
PRINCIPLE 2 – Respect for honesty and transparency
Members will act honestly in all dealings with work seekers, clients, members, non-members and others.
In the course of representing a work seeker or client a member shall not knowingly make a false or inaccurate statement, fail to disclose a material fact, or make a representation as to future matters without having reasonable grounds for making it.
Members must adhere to principles of truth in advertising and will only advertise positions, through any medium, for which they have documented permission to recruit.
All fees, charges and services provided must be explicitly and fully disclosed to clients prior to the acceptance of an assignment or prior to any work being undertaken for a client.
Members should document all key stages of the recruitment process in line with relevant legislation and good practice guidance.
PRINCIPLE 3 – Respect for work relationships
Members will not undertake actions that may unfairly or unlawfully jeopardise a work seeker’s employment.
Members will not undertake actions that may unfairly or unlawfully interfere in work relationships established by others.
Members will not attempt unfairly or unlawfully to prevent a work seeker from seeking work from other sources.
Members will in their dealings with all other REC members and non-members treat them with respect and aim to work in a fair and open competitive environment.
PRINCIPLE 4 – Respect for diversity
Members should adhere to the spirit of all applicable human rights, employment laws and regulations and will treat work seekers, clients and others without prejudice or unjustified discrimination. Members should not act on an instruction from a client that is discriminatory and should, wherever possible, provide guidance to clients in respect of good diversity practice.
Members and their staff will treat all work seekers and clients with dignity and respect and aim to provide equity of employment opportunities based on objective business related criteria.
Members should establish working practices that safeguard against unlawful or unethical discrimination in the operation of their business.
PRINCIPLE 5 – Respect for safety
Members will act diligently in assessing risks to work seekers and clients and will not knowingly put at risk candidates, clients or others.
Members will inform work seekers whenever they have reason to believe that an engagement may cause a risk to health and safety.
PRINCIPLE 6 – Respect for professional knowledge
Members will work diligently to develop and maintain a satisfactory level of relevant and current professional knowledge.
Members will ensure that their staff are adequately trained and skilled to undertake their responsibilities in recruitment practice.
PRINCIPLE 7 – Respect for certainty of engagement
Members must supply work seekers with full details of the work, conditions of employment, the nature of the work to be undertaken, rates of pay, method and frequency of payment and pay arrangements in accordance with requirements of current legislation.
Members will ensure that any variation to the engagement can only occur with prior notification and agreement of the worker.
PRINCIPLE 8 – Respect for prompt and accurate payment
Members will pay promptly and accurately any wages and benefits due in accordance with any agreed terms and legal requirements.
Members should not penalise temporary/contract workers, for example for having been late or failed to attend part or all of an assignment or for poor performance, by making deductions from pay due for time that they have actually worked.
Members will not take on assignments that could result in their inability to pay temporary/contract workers.