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Blake Lapthorn Tarlo Lyons expects all recruitment consultancies
to adhere to the following terms.
Recruitment consultancies that submit
candidate CVs or other application documentation to us will be
deemed to have read and accepted these terms which are available on
our website and are circulated to all our preferred suppliers from
time to time.
These terms are effective from 1 June 2008
and supersede all previous terms and conditions of business of
Blake Lapthorn Tarlo Lyons in respect of the subject matter of
these terms whether written, oral or implied, save that any
application documentation submitted before the effective date of
these terms will be subject to the existing terms and
conditions.
These terms shall be governed by and construed
in all respects in accordance with English law.
1. submission of
candidates
All candidate applications must be submitted
to the HR team at recruitment@bllaw.co.uk
for logging / tracking purposes and to ensure conflicts between
recruitment consultancies are minimised. CVs not received by the HR
team will not be considered as formal introductions to the
firm.
Recruitment consultancies must identify which
vacancy and which location they are submitting a candidate
for. If any recruitment consultancy subsequently submits the
same candidate for a different vacancy in the same or a different
location, this will constitute a new introduction. CVs or
other application documentation received on a speculative basis
will also be considered for their appropriateness.
Recruitment consultancies must not submit the
CV or other application documentation of any candidate without
their prior consent. Recruitment consultancies should brief
candidates fully on the vacancy prior to submitting their CV or
other application documentation.
Recruitment consultancies should interview
candidates face to face or comprehensively over the telephone
before submitting their CV or other application documentation to
us. Recruitment consultancies should endeavour to ensure that
each candidate is a close match with the requirements outlined in
the job or assignment spec.
Recruitment consultancies must confirm that
each candidate whose details they submit has the experience,
training, qualifications and any authorisation which Blake Lapthorn
Tarlo Lyons considers are necessary or which are required by law or
by any professional body for the relevant appointment. Blake
Lapthorn Tarlo Lyons accepts responsibility for obtaining
references and will carry out reasonable pre-employment checks (in
addition to those carried out by the relevant recruitment
consultancy) for all permanent appointments. Recruitment
consultancies that submit candidates whose services will be
supplied on a temporary basis via the recruitment consultancy must
supply references, including a reference from at least one previous
employer, and carry out all other pre-employment checks.
2. enquiries and ongoing
communication
Recruitment consultancies should direct all
enquiries, requests for feedback and details of candidate feedback
to the HR team at recruitment@bllaw.co.uk
or telephone on 01489 555182.
This will ensure all queries are progressed as
quickly as possible and feedback is provided promptly. If a
recruitment consultant needs a more detailed brief, the HR team
will be happy to help facilitate this.
The HR team's role is to place good,
well-briefed candidates in front of the firm's team leaders and
appointed to vacant positions or assignments as quickly and as
seamlessly as possible.
It is our policy to provide feedback to
candidates where requested. This includes providing feedback to a
recruitment consultancy or direct to the candidate, whichever is
deemed more appropriate by Blake Lapthorn Tarlo Lyons.
3. what constitutes an
introduction?
If Blake Lapthorn Tarlo Lyons invites
the recruitment consultancy to set up a meeting with a candidate
they have sent details on, this will constitute an
introduction.
If Blake Lapthorn Tarlo Lyons receives a
direct application from a candidate to anyone in the firm
before receiving details of the same candidate
from any recruitment consultancy or other source, we will consider
the direct approach from the candidate in preference.
If Blake Lapthorn Tarlo Lyons receives
application documentation in respect of the same candidate from
more than one recruitment consultancy or other source, we will
accept the candidate via whichever source sent the application
documentation first, provided that it was sent with the candidate’s
prior consent and it was sent to the HR team.
If it is not easily identifiable which source
first introduced the candidate, it will be the candidate’s choice
as to which recruitment consultancy or other source they wish to
represent them.
Notwithstanding the above, if any dispute
arises between any recruitment consultancy and another recruitment
consultancy or other source as to which of them first introduced a
particular candidate, Blake Lapthorn Tarlo Lyons will expect the
parties concerned to, and the parties concerned shall, resolve the
issue between them.
4. regulation of the recruitment
industry
Recruitment consultancies are required to
comply with the Employment Agencies Act 1973 and the Conduct of
Employment Agencies and Employment Businesses Regulations 2003.
This requirement in no way constitutes an
admission by Blake Lapthorn Tarlo Lyons, the relevant recruitment
consultancy or the candidate that, where the candidate supplies
services to Blake Lapthorn Tarlo Lyons on a temporary assignment
via the relevant recruitment consultancy, the candidate is under
the control of Blake Lapthorn Tarlo Lyons.
5. equal opportunities and data
protection
Recruitment consultancies are required to
comply with current legislation (including, without limitation, the
Data Protection Act 1998) in their handling of candidate
details.
Blake Lapthorn Tarlo Lyons requires all
recruitment consultancies to comply with equal opportunities
legislation in advertising and / or discussing our vacancies with
candidates. Recruitment consultancies will not commit any act or
omission constituting unlawful discrimination or harassment of any
candidate in connection with the same.
Blake Lapthorn Tarlo Lyons may, in accordance
with the Data Protection Act 1998, store and process candidate
details supplied by recruitment consultancies. Blake Lapthorn Tarlo
Lyons will treat introductions in strict confidence and will not
pass information to any third party without the permission of the
relevant recruitment consultancy and the candidate.
6. confidentiality and
intellectual property rights
All recruitment consultancies hereby undertake
to procure that any candidate whose services are supplied to Blake
Lapthorn Tarlo Lyons on a temporary basis via the recruitment
consultancy will enter into any reasonable confidentiality
undertaking(s) and/or assignment(s) of intellectual property rights
required by Blake Lapthorn Tarlo Lyons.
7. fee arrangements
Fee rates must be agreed and accepted by Blake
Lapthorn Tarlo Lyons, by email or letter, before any candidate
introduction can be accepted.
Invoices must be sent under confidential cover
to:
The HR team
Blake Lapthorn Tarlo Lyons
1 Barnes Wallis Road
Segensworth
Hampshire
PO15 5AU
Blake Lapthorn Tarlo Lyons will settle
invoices from recruitment consultancies relating to permanent
appointments as soon as possible after the date the candidate joins
Blake Lapthorn Tarlo Lyons, and invoices relating to temporary
assignments via the relevant recruitment consultancy within 30 days
of receipt.
In the event of any conflict between these
terms and any other terms and conditions, these terms will prevail
unless expressly agreed otherwise in writing by Blake Lapthorn
Tarlo Lyons.
8. rebate
guarantee
If a candidate leaves, is dismissed or his/her
employment is terminated within six months of commencing direct
employment with Blake Lapthorn Tarlo Lyons, the relevant
recruitment consultancy will pay Blake Lapthorn Tarlo Lyons, by way
of cheque, a rebate calculated as follows:
- 60% of the recruitment fee if the
candidate’s employment lasted less than one month
- 50% of the recruitment fee if the
candidate’s employment lasted more than one month but less
than three months, and
- 30% of the recruitment fee if the
candidate’s employment lasted more than three months but less than
six months
9. review and
amendment
The overall effectiveness and relevance of
these terms will be monitored and reviewed regularly by the HR
team. Guidance on any aspect of these terms can be obtained from
any member of the HR team (address and contact details above).
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