1. Employer’s Toolkit
Encouraging Organisations to resource the right way

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

3. Objectives of the Good Recruitment Campaign
To promote good recruitment practice to UK employers
To provide a mechanism for employers to review their own organization’s performance against recruitment good practice
To share good practice and innovation developments in recruitment and resourcing
Resourcing the right way

4. GRC Advisory Panel
An external body of specialists from various businesses was established to continuously develop and champion the fundamentals of good recruitment. This Advisory Panel helps shape the Good Recruitment Campaign, and has representation from:
Business bodies CIPD, FSB, CBI ILM and DEA
Employers include: Connell’s Group, Arsenal, Penguin Random House, EY, LV=, Kelloggs, Npower, Santander, Diageo, Care UK, Aggreko, Aecom, Boots
Led and facilitated by the REC
The campaign has been designed by employers for employers.

5. What employers 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

6. Good Recruitment Campaign: Benefits for employers
The campaign provides employers with capabilities to manage recruitment risks, grow profits and enhance the employer brand
Employers can use the Good Recruitment Charter to drive good practice internally, and use it as a benchmarking tool
Aligning business with good recruitment practice sends a positive message to potential candidates, business partners, and clients
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 access to regular information, data, case studies and research on good recruitment practice (Good Recruitment Hub)

7. 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.
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.
2. Consistent Practice We exercise good recruitment practice and apply this equally to temporary, contract, interim, fixed term, zero hours and part-time workers.
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.
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.
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.
4. Flexible Work We offer flexible working arrangements and adaptive working practices, wherever possible, as a way of boosting inclusion and attracting talent.
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.
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.

8. 130+ organisations signed up