Code of Practice

Happy Home Staff is a corporate member of the Recruitment and Employment Confederation, REC, and as such, we follow the Code of Practice as laid out by the REC. The fact that we comply with this code ensures that you, the client, receive the best service in this sector.

1. Members will ensure that work seekers and hirers are made aware of the standards of practice required by this code and the REC Code of Good Recruitment Practice.
2. Members will ensure that any appointed representatives, agents and partners are required to operate in accordance with the standards of practice required in this code and the REC Code of Good Recruitment Practice.
3. Members will ensure that all stages of the recruitment process comply with equal opportunities legislation and will take all reasonable steps to ensure compliance with REC best practice guidance on equality and diversity.
4. Members will ensure that candidates complete an application form which will require the following information to be provided:
• Personal details (address, age, telephone number, nationality, availability)
• Experience, qualifications and employment history
• Whether the candidate has a criminal record
5. Members will check the identity of the candidate by having sight of a document such as a driving licence, passport or birth certificate and original documentation which complies with Section 8 of the Asylum and Immigration Act 1996 as amended from 1 May 2004 (and any future amendments).
6. Members will explore fully the reasons for any gaps in employment history and document these appropriately.
7. Members will inspect and retain copies of original certificates of qualification. In the absence of original certificates members must check the candidate’s qualifications with the relevant awarding body or college and document confirmation of qualification accordingly.
8. Members or their appointed representatives or agents must interview all candidates in person before submission of details to the hirer. The hirer must be informed at the point of submitting details of a candidate if in exceptional circumstances no personal interview has taken place.
9. Members will take up at least two written references from persons not related to the candidate and which confirm the qualifications, competencies and suitability of the candidate. Such references must be offered to the hirer, with appropriate permission obtained from the referee.
10. Standards 4, 6 and 8 as above (and in accordance with Regulation 22(b) of the Conduct of Employment Agencies and Employment Businesses Regulations 2003 must be completed before a candidate commences employment and the member must by this point have taken all other reasonable and appropriate steps to confirm that the candidate is not unsuitable for the position.
11. If any of Standards 4, 6 or 8 as above have not been completed before a candidate’s details are presented to a hirer or an interview arranged, the member must inform the hirer in writing of the current status of checks carried out under these procedures.
12. Members will have a clear policy in place regarding checks carried out on candidates through the Criminal Records Bureau, and must ensure that the hirer is informed of the member’s policy and the status of each candidate at the point at which candidates’ details are submitted.
13. Members will ensure that both the hirer and candidate are made fully aware of the members’ procedures.
14. Members will put forward candidates only for positions for which they appear to be suited by their qualifications, experience and personality.
15. Members will provide full and relevant information to both the respective candidate and hirer about one another before an interview takes place.
16. Members will respect the confidentiality of both the candidate and the hirer.
17. Members will not attempt to influence a hirer’s or candidate’s decision by offering misleading information.
18. Members will advertise only genuine vacancies at the salary quoted by the hirer.
19. Members will provide their service to candidates free of charge, whether the post is in the UK or overseas.
20. Members will take appropriate action where information comes to light that a candidate, who is either on the member’s books or is currently on assignment or who has been introduced to a hirer within the last 3 months, is or may be unsuitable to work in the position or type of work in question.