By The Drum, Administrator

April 2, 2002 | 3 min read

This is where a code of practice comes in ...

The credibility of a recruitment consultancy is due in no small part to organisation, sector knowledge, integrity, open communication and an honest relationship with clients - company and candidate. Here at Marketingworks we adhere to our brand values of integrity, accessibility, professionalism and innovation, all of which contribute to our best practice policy.

Here are a few of our golden rules, which any recruitment consultant worth their salt will abide by and which we are proud to say we do:

- Meet all candidates face-to-face before sending them for a position to ensure that they have the necessary skills and experience for the job. This saves the candidate's and client's time as only suitable candidates are put forward and the embarrassment of an inappropriate application is avoided.

- Always ask a candidate's permission before sending their CV to a client. Afterall it is just good manners. It shows respect for the candidate and does not devalue their position by having duplicate CVs doing the rounds.

- Get to know your clients so you can provide candidates with company information prior to interviews and know the brief you are supplying CVs for inside out. Understand the culture, the company infrastructure and personnel to build up an accurate picture of what it's like to work for that company. Advise clients of any potential conflicts of interest.

- Don't alter CVs before sending them on to clients. A CV is a representation of the individual, especially in marketing, and to amend it is misrepresentation. If the CV has glaring errors or omissions, advise the candidate to update it and then submit to clients.

- Ensure that any selection tests used are relevant, properly validated and conducted by trained personnel, thus providing a credible service.

- Only submit details of candidates in respect of registered vacancies or fields of potential interest. Don't just send CVs speculatively - it upsets clients and candidates.

- Ensure that you have the express agreement of clients before you display their vacancies on any websites. Likewise all adverts must be accurate and jobs advertised available at time of going to press. And as soon as a job is filled remove it from your active job postings.

- On initial contact with clients, provide clear and accurate information about the services offered and document the recruitment process accurately. Impeccable records mean no mistakes or misunderstandings and you can refer to them at a later date.

- Provide honest and constructive feedback to candidates so they know how they performed in interviews. Give tips on how to improve their CV and interview technique, being approachable at all times.

- Think laterally as sometimes the right job or candidate isn't necessarily the most obvious choice. It is often personal knowledge that can bring to mind ideal candidates that perhaps a database search might miss.

These points taken together should ensure that both clients and candidates are satisfied and a quality and appropriate service is provided. Adopting a courteous and professional approach is paramount in establishing and maintaining profitable relationships with client companies and candidates. Looking at challenging briefs and providing innovative recruitment solutions, suggesting candidates who fit both culturally and practically (and most importantly can do the job well) is key to recruitment success.

We find it works for us - now let us work with you.


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