Draft for review. This page was prepared in good faith and has not yet been reviewed by a qualified legal adviser. RECRUITERCLICK LTD will update it following that review.
Overview
This page summarises how we work with employers. It is not a contract. The legally binding terms for any recruitment service are set out in written terms of business, which we agree with each employer before any work begins.
Written terms before work begins
Before we start a recruitment assignment, we will confirm in writing:
- the services we will provide, such as permanent recruitment, temporary or contract recruitment, candidate sourcing, job posting or campaign support;
- the fees, how and when they are calculated, and any refund or rebate arrangements;
- for temporary or contract work, how candidates will be engaged and which party is responsible for paying them;
- the information you need to give us about the role, including any qualifications, experience, checks or legal requirements the role involves;
- how candidate information will be shared and protected.
Our standard rebate scale for permanent placements, and our approach to refunds for other services, are set out in our Refund and Rebate Policy.
We do not guarantee that a suitable candidate will be found, that a candidate will accept an offer, or that any placement will last for a particular period, unless the written terms specifically say so.
Shared responsibilities
We will describe roles accurately to candidates, check that candidates are willing to be considered before we introduce them, and keep you informed about progress. We ask employers to give us accurate information about each role, provide timely feedback, and tell us promptly when a role is filled or withdrawn.
Employers remain responsible for their own hiring decisions and for meeting their legal obligations as an employer, including right-to-work checks, unless the written terms agree otherwise.
Fair recruitment
We will not act on instructions that would discriminate unlawfully against candidates on the basis of a protected characteristic under the Equality Act 2010. We encourage clear, inclusive job descriptions and selection criteria that relate to the requirements of the role, and we can advise on reasonable adjustments for candidates during the process.
Candidate information
When we share a candidate's details with you, you become responsible for handling that information lawfully under data protection law, using it only for the recruitment purpose for which it was shared, keeping it secure and not passing it on without a lawful basis.
Fees and candidates
Our fees for recruitment services are paid by the employer as set out in the written terms. We do not charge candidates a fee for finding them work or for registering with us.
IT services
Technology projects are agreed separately. Each project has its own written proposal or statement of work covering the scope, deliverables, timescales, fees, ownership of work produced, support arrangements and any data processing terms.
Questions
To request a copy of our terms of business, or to discuss a recruitment or technology requirement, please get in touch.