Each week, over 10,000 UK recruitment agencies place more than a million temporary agency workers on assignment. It is easy to see why the UK’s £22.7 billion per annum contingent workforce spend is often poorly leveraged and badly managed.
As a vendor neutral consultancy, our agency panel selection process is unique and has been carefully designed to identify the agencies that are most capable of delivering consistently high service levels to our clients. By building a panel which is made up primarily of our clients’ existing suppliers we can ensure continuity of service and make certain that their specific staff requirements are being met.
We are extremely proud of the relationships we have developed with agencies across the country and believe that it is important to keep suppliers regularly updated on the selection process. Existing agencies are invited to attend a series of presentations explaining the new supply process and are asked to provide their feedback, in addition to submitting proposals outlining their ability to service the contract.
"The creation of a new panel of agencies, supported by a dedicated Account Manager and a formal fee structure, has significantly improved supplier coverage across the country and enhanced both the quality and availability of temporary administrative staff. It has also ensured that agency costs now accurately reflect staff quality, which was a major issue of ours."
Provident, Graham Pye, Recruitment and Employee Relations Manager
If you are a recruitment agency and interested in supplying our clients, please down load this application form. Completed forms together with all the relevant documents should be returned to Support Services, de Poel, The Old Shippon, Moseley Hall Farm, Knutsford, Cheshire, WA16 8RB or alternatively emailed to supportservices@depoel.co.uk with all relevant documents (you will need to scan the supporting documents to email).
We must stress completed applications will only be viewed if accompanied with all the relevant documentation which is listed on the application form. If you have any queries please contact support services on 0844 2578888.
As part of our service commitment to our clients, panel agencies are audited on a regular basis to ensure that the required standards are being upheld and that the necessary regulatory checks are being carried out. Agencies that meet our strict requirements are issued with a confirmation certificate and clients are sent a comprehensive audit report.
Current statistics relating to the recruitment industry include:
Staff employed in the recruitment industry rose to from 101,286 to 108,883, an increase of 7.5%.
Permanent recruitment through employment agencies
There are important differences between temporary agency workers, and people who have found a fixed-term or permanent job through a recruitment agency.
Companies often use a recruitment agency to find them suitable candidates for a vacancy, and then hire someone based on the candidates put forward by the recruitment agency. In this situation, the employment contract would be with the company that hires, rather than the recruitment agency.
Recruitment agencies charge a fee when a candidate is selected for a permanent position. Recruitment agencies fees vary dramatically:
The rules governing recruitment agencies apply if:
Different rules apply to temporary and permanent work.
Recruitment agencies must give candidates and temporary agency workers written terms of employment before placing people on temporary assignments or start looking for temporary work.
Temporary agency workers using a recruitment agency, must be given written terms of employment before a recruitment agency can start looking for work or indeed place a temporary agency worker with a placement. This should include:
The recruitment agency must also:
If a new job is offered, the recruitment agency must give the full written details of any new job within three days. This should include:
Restrictions on recruitment agencies
A temporary agency worker using an agency, agency can't:
Fees and payments for services offered by the recruitment agency
A recruitment agency cannot charge a temporary agency worker a fee for finding or trying to find a temporary agency worker work. They can charge the temporary agency worker for additional non-work-finding services (eg CV writing) but they cannot make the temporary agency worker use these services as a condition for finding you work.
If the recruitment agency provides services that are charged for, the temporary agency worker must be given full written details of the services. This should include right to cancel or withdraw from the services and the length of the notice period must given to the temporary agency worker.
A temporary agency worker can cancel any paid services without suffering any penalty, including any services for accommodation, transport or training. A temporary agency worker must give a minimum of ten working days written notice to the recruitment agency to cancel living accommodation and a minimum of five working days notice for all other services.
If the recruitment agency sets out a longer notice period, then it is breaking the law and the temporary agency worker should make a complaint about the recruitment agency. This applies equally to temporary agency workers and jobseekers using a recruitment agency to find a new job.
Working abroad
If offered work abroad, the recruitment agency must check that the hiring company has business premises in the UK. If they do not, the recruitment agency must ask the hiring company for a written statement to say that the proposed work will not be detrimental to the workers interests.
If the recruitment agency has provided you with free travel to the job, the recruitment agency must also pay for return fare:
If you are accepting a job abroad, check the written statement provided by the recruitment agency carefully. Make sure you are clear about the terms and conditions of the employment before leaving.
There are different fees that recruitment agencies and employers sometimes pay to each other. The temporary agency worker should not be charged for any of the following fees.
Temp-to-perm fees
If the hiring company wants to take you on permanently they may have to pay your recruitment agency a 'temp-to-perm' fee.
Temp-to-temp fees
If the hiring company changes the recruitment agency they use but wants to retain their workers working for them as a temporary agency workers, then they might request that the temporary agency workers change or register with another recruitment agency. The old agency could charge the hiring company a 'temp-to-temp' fee for the temporary agency workers transfer to another agency.
Temp-to-third party fees
If the hiring company introduces the temporary agency worker to another business that employs temporary agency workers directly the recruitment agency could charge the second business a 'temp-to-third party' fee.
If the recruitment agency has breached a contract action can be taken through the courts. If the recruitment agency makes an unlawful deduction from pay complaints should be directed to an Employment Tribunal.
The Pay and Work Rights Helpline provides support or advice regarding rights for temporary agency workers.
Recruitment agencies work closely with employers. They will match temporary agency workers skills to a job. Some recruitment agencies will provide training to make sure that the temporary agency worker has the skills they need to get the jobs available. Training is often run because there are jobs available that need this training. So if temporary agency workers are willing to take the training, it is likely that there will be a job at the end of it. Recruitment agencies are always looking for new people to join as temporary agency workers..
If a temporary agency worker works with a recruitment consultant and builds up a relationship with them, they will know what type of job they want and will help them to find it. Recruitment agencies offer temporary jobs as well as permanent or fulltime jobs. A temporary job can help people get back into full-time work. This would be helpful if a person have not worked for many years or does not have recent work experience.
Temporary work could also give you the chance to get the skills and confidence needed to get back into a permanent full-time job. Recruitment agencies also offer jobs that have flexible working hours which may suit some situations and needs. You can get paid holidays in temporary agency work. Some recruitment agencies specialise in certain types of jobs. This means they may be able to offer extra support so a person can get a job in a particular area of work.
What to look for in a recruitment agency
Recruitment agencies must meet the standards set by the Employment Agencies Act 1973. Recruitment agencies must agree to:
A recruitment agency must not:
The temporary agency worker does not have to use any of the services that an agency charges for, for example training courses and getting help to write your CV.
Recruitment agencies must give the temporary agency worker all the information they have about:
The recruitment agency will make sure that the temporary agency worker has the skills and qualifications they need for the job. They will also make sure that the temporary agency workers are not breaking any laws by doing this work.
They must tell the temporary agency worker in writing about any changes to their agreement. When a temporary agency worker registers with a recruitment agency they will ask for information about the person so they can find a suitable placement or job. Information may include proof of identity (such as birth certificate or driving licence), experience and any training or qualifications.
A recruitment agency will not give information about the temporary agency workers to any other organisations unless they are trying to find them work or they need to for legal reasons. They must get permission of the temporary agency worker before they do this.
A recruitment agency can offer a job at short notice. They can also finish temporary work at short notice without being responsible for any unfair dismissal or redundancy pay.
Getting the most out of a recruitment agency
It is important that people think about how they can best work with recruitment agencies. Telling them about skills and experience will help, make sure:
The Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations 2007 (SI 2007/3575) (the "2007 Regulations") make amendments to the 2003 Regulations (SI 2003/3319) following the Government's consultation during 2007 on measures to address issues affecting the most vulnerable agency workers. The following amendments will come into force on 6 April 2008.
Regulation 5 - Restriction on use of additional services
This applies to those recruitment agencies and employment businesses that provide, or arrange to provide, work-seekers with other services for a charge. These other services can include, amongst others, transport, accommodation, CV writing, photographic services or training.
Regulation 3 of the 2007 Regulations inserts regulation 5(2) to ensure that a work-seeker can cancel or withdraw from these services at any time, without suffering any detriment or penalty. The work-seeker must give the provider of such services (which in some cases will be the recruitment agency or employment business but, in others, may be a separate but connected supplier) written notice in either paper or electronic form. For services relating to the provision of living accommodation, 10 working days written notice is required. To cancel or withdraw from all other services, 5 working days written notice must be given.
Regulation 13 - Notification of charges and the terms of offer
It is important to note that a recruitment agency or an employment business is not permitted to charge fees to work-seekers for finding him or her employment (although there are some limited exceptions within the entertainment and modelling professions). The regulation requires a recruitment agency or an employment business to inform a work-seeker, at the outset and in writing, of details of any fees relating to services which the work-seeker has chosen to take up.
As a consequence of the changes to regulation 5, regulation 13(1)(b)(iii) has been amended by regulation 4 of the 2007 regulations. A recruitment agency or employment business that offers to provide or arrange additional charged-for services is now required to set out in writing a notice describing the service for which a fee is payable and setting out the work-seeker's right to cancel or withdraw from the service and the length of notice period required.
Regulation 21 - Provision of information to work-seekers and hirers
Under regulation 21, recruitment agencies and employment businesses must provide detailed information on every assignment to both the hirer and the work-seeker when proposing a work-seeker to a hirer, or offering a work-seeker a position with a hirer. There is an exception under Regulation 21(3) where the work-seeker works in the same position for the same hirer within 5 days of the previous assignment. Where none of the information has changed, the information does not need to be provided again.
Regulation 5 of the 2007 Regulations amends this regulation to reduce administrative burdens on employment businesses where assignments are intended to last for 5 consecutive working days or less. Regulations 21(4) and (5) have been added to address such short term assignments.
For short term assignments, employment businesses still need to send written notifications but less information is required in these cases. If a short term assignment extends to more than 5 days then the full information under Regulation 21 is required.
If an employment business has already obtained from the work-seeker all the essential information regarding identity, experience, training, qualifications and any necessary authorisations (for example, where the work-seeker is already registered with the employment business), and where the assignment is intended to last 5 working days or less, it only needs to give to the hirer (orally or in writing) the name of the work-seeker and written confirmation that it has obtained this information (ie the work-seekers' identity, experience, training, qualifications and any necessary authorisations).
Similarly, if an employment business has already provided all the essential information regarding the type of work, experience, training, qualifications, and any authorisations necessary, together with any risks to health and safety and the rate of pay to a work-seeker (for example, when the work-seeker was placed on a previous, identical assignment), and where the assignment is intended to be for 5 working days or less, and that information remains unchanged from when it was first provided, the employment business only needs to provide (on paper or electronically) the work-seeker with the identity of the hirer, the nature of the hirer's business (if applicable), the date on which the work-seeker must start work and the duration or likely duration of the work.
However, where an assignment is extended beyond 5 days, the outstanding information must be provided no later than the end of the eighth day of the assignment or, where the assignment ends sooner, the end of that assignment.
The 2007 Regulations do not specify how employment businesses should provide the essential information regarding the work-seeker and the type of work in order to comply with the lighter information procedure under the Amendment Regulations.
It may however be helpful to summarise the information requirements under different categories.
1. Full Requirements (i.e. as under Regulation 21(1) in the 2003 Regulations)
These requirements apply where the assignment does not fall under categories 2 and 3 below.
The recruitment agency or employment business must provide the following information in writing:
(a) To the hirer:
All information relating to the following -
(b) To the work-seeker:
All information relating to the following -
2. No Requirements, i.e. repeat assignments (within 5 business days), where the job position and hirer are the same and the relevant information is unchanged. (i.e. the position under Regulation 21(3) of the 2003 Regulations)
This applies to repeat business- where the recruitment agency or employment business have supplied a work-seeker to the same client within the last 5 days. Under this scenario, there is no requirement on the employment business or agency to provide any further information.
3. Partial Requirements, i.e. short assignment (5 business days or less) (i.e. the position under Regulation 5 of the 2007 Regulations)
This applies to assignments of 5 days duration or less. The employment business must provide the following information:
(a) To the hirer:
Identity of work-seeker, his/her relevant experience, training, qualifications, authorisations, and confirmation that s/he is willing to work in the position offered. Note: in this context, "confirmation" means that the employment business must confirm to the hirer that the employment business has already obtained this information, rather than providing the information itself.
(b) To the work-seeker in writing (where the previous information was provided in writing and it remains unchanged)
All information relating to the following -
Identity of hirer, nature of the hirer's business (if applicable), the date on which work will commence and the duration or likely duration of work.
Note:
If there is a short assignment (i.e. 5 business days or less), where the work-seeker has not worked for that hirer previously, then the full information requirements are applicable in relation to work-seekers. However the partial requirements may also be applicable in situations where the work-seeker has been introduced to the hirer but not supplied.
Regulation 22 - Additional requirements where professional qualifications are required or where work-seekers are to work with vulnerable persons
Regulation 6 of the 2007 Regulations amends regulation 22(3) to correct a drafting error by substituting "paragraph (2)(a) and (b)" for "paragraph 2(b)".
Regulation 22 now makes clear that, where an agency or employment business has taken all reasonable steps to obtain the required copies of qualifications and authorisations of the work-seeker, and to obtain two references, but has been unable to do so fully, it could comply with regulation 22 by informing the hirer of the steps it has taken in order to try and comply fully with the requirements. Previously this relaxation only applied where an employment business has taken every reasonable step to obtain references but had been unable to do so.
Regulation 26 - Circumstances in which fees may be charged to work-seekers
This regulation applies to agencies operating within the entertainment and modelling sectors (i.e. those who supply work-seekers employed in the occupations listed under schedule 3 to the Conduct Regulations). It allows these agencies to charge fees for finding work to work-seekers in these occupations under certain, limited circumstances listed below:
a) A fee can only be charged by a recruitment agency and paid by work-seekers from earnings relating to work found by that agency.
b) A recruitment agency can also charge a fee to work-seekers for including their details in a publication, where the publication is designed either to find the work-seekers work in any of those occupations, or to provide hirers with details about work-seekers looking for work in those occupations.
Regulation 7 of the 2007 Regulations amends regulation 26. Work-seekers in occupations listed in Schedule 3 will have a 7 day cooling off period in which they can cancel or withdraw from any contract to include their details in a publication without suffering any detriment or penalty by informing the agency that they have cancelled or withdrawn from the contract. Recruitment agencies will no longer be able to take fees from a work-seeker for including their details in a publication until 7 days after the work-seeker has entered into a contract with the agency. The cooling off period applies whether the work-seeker signed the contract at a casting session or approached the agency direct.
Regulation 28 - Confidentiality
This regulation prohibits a recruitment agency or employment business from disclosing information about a work-seeker, including to his/her current employer, without his/her prior consent, unless it is in order to provide work-finding services to that work-seeker (or for the purposes of legal proceedings, or to provide information to a professional body of which the work-seeker is a member).
Regulation 8 of the 2007 Regulations amends regulation 28 to make it clear that the obligation on agencies to inform the hirer if they receive information that suggests that a work-seeker they have supplied may be unsuitable for the position (i.e. that under Regulation 20 - Steps to be taken for the protection of the work-seeker and the hirer) takes precedence over the general prohibition on disclosing information without the work-seeker's consent in Regulation 28
Regulation 32 - Application of these regulations to work-seekers which are incorporated
The regulations automatically apply to work-seekers who are incorporated (i.e. limited company contractors). The regulations also apply to any person who is, or would be supplied by the incorporated work-seeker, to carry out the work.
However, the regulations provide that incorporated work-seekers, and those persons whose services they supply, can agree to opt out of the coverage of the regulations. In order to exercise the opt-out, both the incorporated work-seeker and the person(s) to be supplied to do the work (where appropriate), must give written notice to the agency or employment business that the regulations will not apply before they are introduced or supplied to the hirer.
Regulation 9 of the 2007 Regulations amends regulation 32(9) so that, where an incorporated work-seeker gives notice that the regulations shall not apply, the agency or employment business proposing to introduce or supply that work-seeker to a hirer, must inform that hirer that such an agreement exists and the regulations do not apply.
Schedule 3 - Occupations in respect of which employment agencies may charge fees to work-seekers
This Schedule lists the occupations in the entertainment and modelling fields where agencies can charge fees to work-seekers for work-finding services.
Regulation 10 of the 2007 Regulations amends Schedule 3 to include "clothes, hair or make up stylist
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"Savings of 8% on the company's temporary agency labour spend has increased profitability."
