1. Good Recruitment Campaign Information for Members How to use the Good Recruitment Campaign

2. The Good Recruitment Campaign was created to help you work more effectively with your business partners. Actively promoting the campaign to your clients will increase recognition of REC membership, helping you retain, and win, new business. “We held an event for HR and Recruitment professionals to come and hear about the benefits and experiences of the Good Recruitment Campaign. We were delighted when Steve Othen, Head of HR & Projects at the REC agreed to come and speak along with a senior Recruitment Manager from a national corporation that was one of first signatories to sign up to the Campaign. Following that event, the HR Manager from an organisation that is a significant employer in the local area approached me with a view to meeting to discuss their strategy for volume recruitment. We have wanted to work with the client for some time and, following the meeting, we’re delighted to have confirmation that we have exclusivity on their volume recruitment. I recommend all REC members offer the Good Recruitment Campaign as a value add to all of their current and potential clients, it really opens doors and we couldn’t be happier.” Susie Ankrett FIRP CertRP, Director, Plum Personnel

3. Contents Why does good recruitment matter? How do we raise standards in recruitment? Aims of the Good Recruitment Campaign The business benefits Good Recruitment Charter & support materials Who has already signed up?

4. Why does good recruitment matter? The race for talent Finding the right talent and skill is becoming increasingly elusive In order to perform and grow, organisations need to acquire the right talent and ensure the workforce is used to its full potential. Engage with you clients by discussing: Candidate focus Poor candidate journey leads to problems down the line Mistakes Cost Mistakes in hiring are very costly for employers, employees and the economy Brand Strength Effective recruitment creates strong employer brand and competitive advantage Conforming to standards Employers need to understand how to make good quality, compliant resourcing decisions

5. How does the REC raise standards in the recruitment industry? Code of Professional Practice (Best Practice) Compliance Test Complaints and Disciplinary Procedure Professional Standards Committee (including CBI & TUC) Institute of Recruitment Professionals Code of Ethics and Professional Conduct Professional Qualifications and Apprenticeships

6. Aims of the Good Recruitment Campaign The Good Recruitment Campaign is an initiative created by employers for employers, helping define resourcing decisions of good quality and compliance. We’ve developed this based on your feedback around increasing awareness of REC membership amongst clients; it is about helping you add value to your client relationships The Good Recruitment Campaign exists to help your clients: work more effectively with their recruitment partners create a better candidate experience collaborate with a wide range of HR/Recruitment leaders from some of the most successful businesses in the world.

7. Good Recruitment Campaign: Benefits A suite of information, provided free of charge, to support your clients and their HR staff in recruitment good practice, including an opportunity to review recruitment processes together against the Good Recruitment Charter principles A channel to reinforce a commitment to working with compliant, professional suppliers who are signed up to industry codes of practice, and promotion of ethical standards in recruitment Opportunity to link your clients with a community of employers signed to the Good Recruitment Charter – for regular sharing of good practice and research A hub where research, data, guides and good practice can be located, used and supplied The campaign provides you with capabilities to have a different conversation with your clients about how to help them manage risk, grow their profits and enhance their brand

8. Good Recruitment Campaign: Benefits for your clients Employers can align their business with good recruitment practice – and it also sends a positive message to potential candidates (employer brand) Employers can use the charter to drive good practice internally Employers will have the opportunity to attend networking meetings where good practice and new approaches are shared amongst Employers, HR, procurement and in-house professionals As part of a community, they will receive regular information, data, case studies and research on good recruitment practice

9. What your clients will have access to: Good Recruitment Charter Comprises a set of nine aspirational principles of good recruitment Online Charter guidelines bring the charter to life, and include examples of published good recruitment guides, e.g. for line managers Research Monthly data on the jobs market to help them understand the skills and talent demands in their sector and region – e.g. JobsOutlook New research around the importance of supply chain management, candidate experience, and digital work platforms Self-assessment document To benchmark their recruitment processes against the charter. The Good Recruitment Hub A website with information, research, guidance and best practice in recruitment and resourcing Register of signatories A register of those organisations signed up to the Good Recruitment Campaign & Good Recruitment Charter - showing their commitment to recruitment excellence Networking opportunities The chance to network with other employers who are committed to best practice

10. Good Recruitment Charter 1. Diversity & Inclusion We are fair, legal and ethical in our resource planning and recruitment procedures, with specific regard to actively promoting diversity and inclusion within the workplace. 2. Consistent Practice We exercise good recruitment practice and apply this equally to temporary, contract, interim, fixed term, zero hours and part-time workers. 3. Candidate Experience We deliver a high standard of candidate experience, with ongoing communication during the recruitment process, including two-way feedback for all those interviewed. 4. Flexible Work We offer flexible working arrangements and adaptive working practices, wherever possible, as a way of boosting inclusion and attracting talent. 5. Professional Development We ask that those managing and delivering the recruitment process (whether internal staff or external providers) work to recognised standards, undertake any relevant training/qualification, and commit to continuous development. 6. Recruitment Partners We ask that our external recruitment providers are signed up to industry codes of practice and demonstrate a commitment to good recruitment practice. 7. Supply Chain Our supply chain delivers good recruitment practice throughout, including where different resourcing models, such as recruitment process outsourcing or vendor arrangements, are in place. 8. Youth Employment We help to address youth employment through our recruitment procedures; for example, through the provision of apprenticeships and traineeships, and by working with recruitment organisations who have signed up to the REC’s Youth Employment Charter. 9. Process improvement We regularly review our recruitment procedures with feedback from candidates (those appointed and not appointed) and keep up-to-date with new recruitment/ resourcing approaches.

11. 130+ organisations signed up

12. Talk to your clients about the GRC The Campaign gives you, as REC members, the competitive advantage over non-members by promoting your compliance (Compliance test, Audited, signed up to Code of Practice) and your proactive attitude towards encouraging ethical and successful resourcing methods. By engaging with employers, this campaign will educate your current (and prospective) clients about why REC membership puts you at the top of the list when selecting a recruitment partner.