terms and conditions for recruitment
consultancies
Blake Lapthorn 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 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
considers are necessary or which are required by law or by any
professional body for the relevant appointment. Blake
Lapthorn 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 023 8085 7267.
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.
3. what constitutes an
introduction?
If Blake Lapthorn 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 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 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 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, the relevant recruitment consultancy
or the candidate that, where the candidate supplies services to
Blake Lapthorn on a temporary assignment via the relevant
recruitment consultancy, the candidate is under the control of
Blake Lapthorn.
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 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 may, in accordance with the
Data Protection Act 1998, store and process candidate details
supplied by recruitment consultancies. Blake Lapthorn 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 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.
7. fee arrangements
Fee rates must be agreed and accepted by Blake
Lapthorn, by email or letter, before any candidate introduction can
be accepted.
Invoices must be sent under confidential cover
to:
The HR team
New Kings Court
Tollgate
Chandler's Ford
Eastleigh
SO53 3LG
Blake Lapthorn will settle invoices from
recruitment consultancies relating to permanent appointments as
soon as possible after the date the candidate joins Blake Lapthorn,
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.
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, the relevant recruitment
consultancy will pay Blake Lapthorn, 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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