As you are currently in the Medical jobs market in Ireland, it is very important you are aware of the Recruitment ‘Best Practice’ Guidelines
This is to ensure if you are using a Recruitment Agency that you are being treated in the most professional manner and being correctly represented using the National Recruitment Federation (NRF) Code of Conduct
We are constantly being asked for advice by our job seekers (Candidates) in relation to how they ‘should be treated’ or what ‘they can expect’ from their Recruitment Agency.
The National Recruitment Federation (NRF) is an organisation set up to establish and maintain standards and codes of practice for the recruitment industry in Ireland and is there to assist all Recruitment Agencies, Candidates and Client Companies with their Recruitment processes
As a job seeker in Ireland, it is essential you are aware of the following -
It is a condition of Membership that all Members, Member companies and employees engaged by them shall comply with the Code of Conduct of the Federation and by the rules and regulations outlined below and any conditions or amendments to these rules as approved by the Federation.
It is a condition of Membership that the individual, agency or company is properly licensed to operate as an employment agency within the terms of the Employment Agency Act 1971 and any amendments thereto.
(a) Candidates must be treated in a courteous and dignified manner at all times. Under absolutely no circumstances will a Candidate be bullied or coerced by a member company. Their right to privacy must be respected including their right to be interviewed in a private area in accordance with health & safety regulations. Regard must be had to the Employment Equality Acts 1977 and 1998.
(b) All Candidates must be interviewed by the agency prior to being put forward to the client. (An interview may be by telephone or face-to-face however if an interview has not been face-to-face the client must be informed.)
(c) Candidates must be given full details of any job for which the agency intends to recommend them and permission must be sought from the Candidate. A Candidate’s permission must be sought and obtained before his or her details are revealed to an employer. The agency should also determine whether or not the Candidate has been approached by another agency about the same job.
(d) References must not be sought without a Candidate’s consent.
(e) Members must protect the confidentiality of any information obtained in the course of a recruitment assignment and use such information only for the purpose of staff selection and recruitment.
(f) Where testing procedures are taking place, these tests must be carried out by properly licensed and qualified testers and must comply with normal standards and ethics of test procedures.
(g) Full regard must be given to the provisions of the Data Protection Act 1998 at all times
(a) Rule 4 shall apply to all applications for temporary or contract employment.
(b) Full details of the work, conditions of employment, method and frequency of payment must be supplied to Candidates prior to assignment to temporary employment in accordance with requirements of current legislation.
(c) All payments, tax refunds, benefits and tax certificates must be given promptly to temporary employees when due.
(a) Only real jobs that the Member is authorised to promote may be advertised
For jobs seekers currently looking and using Recruitment Agencies to assist in finding a new job, please be aware of these guidelines to ensure you are being represented with ‘Best Practice’
For further information, go to -