Candidate Matching Service
Before we send forward a CV of any nature to a client, we will perform a series of checks in accordance with our strict screening process. These checks relate to permanent, contract and temporary workers.
Advertising a new role for a client
We take the exact requirements of a job role through consultation with our client. We establish the type of skills, qualifications and experience needed, together with the type of personality that fits with the particular culture of a company or the particular dynamic within a given department or team. If the criteria is very specific, we will refer to this aspect of the role in the advert and then when we first speak to the applicant ahead of Registration.
Registration Process
Having established from a telephone interview whether a candidate has the necessary skills, experience and personality for a given role, we will then ask the candidate to meet us in person to conduct our Registration Process. Each registration is tailored to each candidate and the role to which they have applied. We use individually tailored Registration Forms that relate to all types of Commercial roles (HR, Accountancy & Finance, Marketing & PR, IT, Sales, Legal, Admin & PA, Publishing, Pharmaceutical). Each registration form requires a candidate to provide answers to the following areas:
- Basic identification (name, address, contact details)
- Eligibility identification – copy of their passport, driving licence
- Details of their current role
- Professional Qualifications and skills
- Strategic Abilities
- Psychometric Questions (tests prioritisation and self analysis skills)
- Details of professional references
- Criminal Conviction Statement request
- Permission to work in the UK Statement request
- Health and Disability Statement request
Each form also states our Equal Opportunities Policy, confirming that Hayden Marsh is an Equal Opportunities employer who work and recruit according to this policy.
Terms of Registration
- Temporary Candidates – successful temporary candidates will sign a Terms of Engagement form with Hayden Marsh which will detail the nature and duration of their assignment with our client, together with outlining our expectations of their performance and behaviour during the assignment. It will also provide a full explanation of the candidate’s statutory rights. All temporary workers will be issued with a weekly timesheet, which needs to be completed and signed by their immediate line manager with our client. We pay all our temporary workers on a Tuesday after submittal of their timesheet, which means they will receive their pay every Friday.
- Contractors – where limited company contractors are employed for given period of work, they will be asked to confirm in writing whether they wish their assignment to opt in or out of the Employment Agencies Act. All contractors will sign a Supply of Limited Company Contractors which will detail the nature and duration of their assignment with our client, together with outlining expectations of their performance and behaviour during the assignment. All contractors will present Hayden Marsh with an invoice that relates to an agreed assignment or a part of that assignment, which will have been signed off by a representative of our client.
Eligibility to Work in the UK/ID Checks
Before one of our candidates is interviewed by our client, we meet with the candidate in person so we can record photographic identification and evidence of their right to work in the UK. Temporary candidates must provide proof of their National Insurance number. Copies of all visas, passports or permission documents are made and kept on file. In instances on these documents where expiry dates are stated, Hayden Marsh will now check the validity of these documents every 12 months.
The Law on Eligibility
Checks on Eligibility to Work as stated above must be carried our before a candidate begins an assignment. Failure to do so could mean the candidate is an illegal worker. Employing an illegal worker carries a fine up to £10,000 and leaves an employment agency open to a criminal record for knowingly employing an illegal worker. We are provided with updates on new legislation affecting employment and recruitment agency practice through close working relationships with local law firms and announcements from bodies to whom we are affiliated by membership, ie the REC, CIPD and local business group meetings.
Our Database System – Bond Adapt
Hayden Marsh use the leading recruitment software Adapt, a bespoke programme that allows us to save and sift all candidate CVs and all dates relating to their visa, passport and permission documentation. Adapt will then alert us to expiring documentation and allow us to perform new checks as necessary. Adapt also allows us to search according to particular skillsets, qualifications and types of past and current work experience (in terms of industry) so that we can identify and interview current and archived candidates. Adapt also alerts us to:
- Incomplete registrations if we are waiting on documentation or information from a registered candidate
- Unavailable candidates so that we do not put forward candidates who are content in their current roles and have no intention of moving
- Do not use candidates where candidates have been proven to be untrustworthy for fair and reasonable reasons such as theft, criminal record related issues where their criminal records would rule them unsuitable, harassment, bullying, persistent issues with time keeping, persistent non performance, unsatisfactory references or violence. Where a candidate has been deemed “Do Not Use”, under some circumstances we would allow them to apply to reregister with Hayden Marsh after a 12 month period but only after checks and approval by a Director at Hayden Marsh.
Criminal Record Check
As stated above, each of our Registration Forms has a section for a Criminal Convictions Statement request where we ask each candidate whether they have any “unspent criminal convictions” subject to the Rehabilitation of Offenders Act 1974. If enhanced checks are required, this can be undertaken by separate negotiation through Hayden Marsh.
Deselected/Restricted Candidates
(see “Our Database System, - Do not use candidates” above.)
We are conscious of the need not to discriminate unfairly towards a candidate who has been classed under our Adapt system as “Do Not Use”. However, our priority is to provide our clients with the right type of candidate with the right type of background and approach to their work so where there is any doubt over the appropriateness of a candidate, we will perform extensive checks and only put them forward if they have satisfied our strict registration criteria.
Hayden Marsh - our REC and CIPD Membership Hayden Marsh has been fully accredited REC members since 2005. We assess our working processes and practices on a quarterly basis and audit them internally every six months. We conduct these audits to ensure we are compliant with all the necessary auditing codes as set out by the REC, which means we are operating compliant systems which fall within standard industry practice. Hayden Marsh is also a member of CIPD and have been since 2006.
Other Screening Services
Where necessary or required, we can perform additional screening services on behalf of our clients. These include but are not limited to:
- CRB checks – £26 for a Standard check, £36 for an Enhanced
- Educational/ Professional Qualification checks
- Credit checks
- Security Clearance checks
- General documentation checks including permission to work in the UK documents
Alongside our matched and vetted recruitment services, we can also offer the following:
Skills Testing: We test our candidates’ skills
- English and within that spelling/grammatical testing
- Phonetic Alphabet
- Numerical testing (inc Data Entry)
- Testing on Microsoft Office 2003 including: Word, Excel, Access, Powerpoint
- Secretarial including all typing speeds across copy typing and audio typing
- Shorthand
- English to French and French to English testing
- Sage Line 50
- Lotus Notes 6.5
- Health and safety
- Call Centre Listening and Keying
- Call centre psychometric testing
- Call Centre foreign Languages
- Email/Internet Address Typing
- Lotus Smartsuite
- IT Programming Assessment
Trust is a crucial aspect when recruiting staff. Confidentiality, agreed working practices in terms of service agreements, and negotiated rates are all part of developing a trusting working partnership between Hayden Marsh and our clients.
We continue to work to our own high standards of recruitment practice, and regular feedback provides us with the facts and information we need to appeal to new clients. We provide a full PSL document, with accompanying terms of business for permanent, temporary and contract roles, which we can supply on request. Please contact us for more information.
HR Advice
Through our memberships of the REC and CiPD, we can offer basic, general advice on HR practice and procedures to some of our customers where it is appropriate.
CV Database
Take a look at the different types of CVs we have in our CV database.
