One of the most frustrating dilemmas currently facing, not only recruitment consultants but also HR and candidates alike, is the increasing tendency of some agencies to submit CVs without permission.
This slap-dash approach to recruitment has always existed but with the market becoming increasingly competitive it is a problem that seems to have grown exponentially at the expense of all concerned, but with the two greatest victims being the candidates themselves and the reputation in general of our industry.
Below is the regulation in question but essentially it is very simple, as an agency we MUST tell candidates the name of the firm that we wish to submit them to and give them details on the specific role.
Statutory Instrument 2003 No. 3319
The Conduct of Employment Agencies and Employment Businesses Regulations 2003
19. Neither an agency nor an employment business may introduce or supply a work-seeker to a hirer unless it has obtained confirmation -
(a) of the identity of the work-seeker;
(b) that the work-seeker has the experience, training, qualifications and any authorisation which the hirer considers are necessary, or which are required by law or by any professional body, to work in the position which the hirer seeks to fill; and
(c) that the work-seeker is willing to work in the position which the hirer seeks to fill
At GR Law we pride ourselves on not only meeting this minimum requirement but going beyond it. As a result we have built an enviable reputation in the industry for our high standards and refreshingly ethical approach to recruitment.
See what our clients say about us
See what our candidates say about us
Unfortunately, many agencies ignore this completely and as a result candidates’ details are often submitted multiple times for the same role, resulting in embarrassment, confusion and arguments between all parties.
Ultimately this leads to damage of the trust between the client and the consultant, between the consultant and the candidate and even between the candidate and their potential employer! A further and more distressing consequence of this is that the candidate is often rejected and misses out completely on what was clearly a very suitable role for them.
Most firms of solicitors have policies in place to prevent this from happening, but unfortunately they rely heavily on their chosen agencies following not only the law, but having an ethical and moral approach to recruitment.
Until this is consistent throughout the industry, the best course of action for candidates and clients alike is to only work with an agency with a proven reputation that they can trust.
