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We looked at the Barron Williams approach to senior executive search and resourcing in our article Recruitment Process Outsourcing: Achieve high quality hiring at low cost.
Never one to rest on our laurels, we’re always looking at ways we can improve our approach, and we’ll always take on board feedback from fellow senior execs and HR professionals in our network.
I wanted to dig a little deeper into why the way we work is so important this month. Dispense with the marketing speak and recruitment industry cliches, really try and focus in on ‘why’ we approach recruitment in the way we do.
After a challenging 2020, we’re predicting a very busy 2021, with recent research by the CIPD supporting this. In fact, they’ve claimed as much as half of UK employers intend to recruit staff in the next three months.
This is definitely reflected in a busy start to the year for Barron Williams, with a number of new high profile searches underway, and some exiting new roles currently advertised in Current Opportunities.
Whilst we are cautiously optimistic, the last 12 months have certainly seen uncertainty and some radical shifts across our industry, but one thing that will never change, in recruitment, candidate care is king.
Since day one, Barron Williams have followed the Recruitment & Employment Confederation (REC) Code of Professional Practice to ensure that every candidate is treated with the same courtesy as if they were talking to us as clients.
Many in our industry claim to be the best but pay lip service to candidate care.
Many sign up to join the REC initially but let their membership lapse.
We put our money where our mouth is!
We’ve been a Corporate REC Member since day one, and we’re active supporters of their Code, constructing around it a unique approach that views all candidates as future clients.
We endeavour to live up to those values!
About the Recruitment & Employment Confederation (REC)
REC members are recognised for their professionalism and the value they provide to clients and candidates alike.
Their Code of Practice helps recruiters get ‘it’ right.
But it goes much further than just executive search and resourcing obligations or guidelines.
It makes sure we are always acting ethically, with our candidates interests at the core of everything we do.
We can’t place every candidate but we can treat everyone fairly.
If you’re displaying the REC logo, such as we do (see the footer of this page for example), it is a clear commitment to the highest standards.
It tells candidates and clients that we’ve passed their rigorous Compliance Test and that we adhere to their Code of Professional Practice.
The REC provides a stamp of quality which tells our clients and candidates:
- That we strive to place the right people in the right roles.
- That we care about what we do.
- That we operate at all times with the highest levels of professionalism.
As a full Corporate Member of the REC we had to pass their Compliance Test to join, and we must continue to pass that test every two years, demonstrating to them that the way we operate meets all criteria.
Representing a network of more than 3,300 recruitment businesses and 10,500 individual recruiters, the REC is quite simply the gold standard in our industry.
How we put the REC Code of Professional Practice into practice in our approach to executive search and resourcing
Corporate Members must observe the highest principles in their professional conduct.
We must operate Barron Williams in a way that enhances the reputation of not just our brand but the recruitment industry as a whole.
The REC is here to provide us with guidance, legal advice and training, so that our business achieves (and hopefully exceeds) these standards.
But being ethical is not just about meeting legal requirements, it’s about being honest, respecting others, acting with integrity and being socially responsible.
As a member of the REC, we actively support and uphold these values… Does your current provider?
We work tirelessly to follow and implement the 10 principles that form their Code of Professional Practice:
1. Respect for laws
The Barron Williams team must comply with all relevant legislation, statutory and non-statutory requirements and official guidance.
Goes without saying you say…
However, as in any industry laws evolve, legislation is updated.
Change is constant.
The REC is here to support us and ensure we’re up to speed.
The key areas of law affecting executive search and resourcing include discrimination, the right to work in the UK, criminal record checks and data protection, etc.
We need to both understand and keep up to date with our legal obligations, and ensure that each search and selection process we conduct is fully compliant with the law.
2. Respect for honesty and transparency
Again, honesty, integrity and transparency sound like they should be a given.
We founded our business on these principles, however, it goes deeper than this when you’re representing a client company or candidate.
We speak openly and honestly.
The same goes for all our marketing activities and communications, a role brief must be accurate, both written and verbal.
The fees, charges and the service we provide must be clear and fully disclosed to clients prior to the acceptance of a new role assignment.
Fair, and value driven.
We must deliver each stage of the process in line with client expectations and best practice.
Respect is vital.
Our professionalism imperative.
We must demonstrate credibility and operate in a fair and open competitive environment.
3. Respect for work relationships
The importance of respect to both client and candidate cannot be underestimated.
It must be earned and fostered.
Respect in business full stop is something that must be understood at every level, from top to bottom.
Respect is a vital cog in what we do.
We must create a healthy environment for all parties, in our own business, and with our clients and candidates.
It is mutual of course, it must work both ways, and it must be fair, open and again follow the letter of the law.
4. Respect for diversity
Is there still anyone out there who doesn’t think that diversity in the workplace is a good thing? …I would hope not.
However, actually achieving it (in practice at least) has turned out to be a little more difficult.
Despite genuine effort on the part of most UK organisations to implement effective diversity strategies, few can claim to have established a strategy that’s working or couldn’t be improved.
Diversity in the workplace gives you access to a greater range of talent, not just the talent that belongs to a particular world-view or ethnicity.
The REC is working to address this…
Their Code of Practice ensures that members must adhere to the spirit of all applicable human rights, employment laws and regulations.
We will treat candidates, clients and others without prejudice or unjustified discrimination.
As recruiters, Barron Williams are responsible for ensuring our processes encompass this to ensure that all our candidates are treated fairly and without prejudice.
5. Respect for safety
Safety is a principle that can oft be overlooked or deemed less relevant.
At Barron Williams we’re working across sectors such as Construction, Manufacturing and Pharma, so it’s important we act with the necessary due diligence, in close partnership with our clients.
6. Respect for professional knowledge
I suppose this is a case of practicing what we often preach on this Blog.
As a business, and as recruitment professionals, we must constantly look to develop, improve and maintain a high degree of relevant and current professional knowledge.
You should never stop developing your skills, whatever field you work.
We’re constantly looking at ways to better enhance our strategies to better source, screen, and place candidates.
We learn from our clients and candidates – They’re our market!
We will take advantage of both formal and informal recruitment training opportunities to develop those skills.
The world is dynamic, we need to be too.
7. Respect for certainty of engagement
When we talk about certainty of engagement, we’re talking about clarity.
Clarity of processes.
Clarity of the clients requirements and the role for which candidates are applying – Know the brief!
Candidates must be fully briefed with details of the role, so that they can make informed decisions as they progress through the process.
8. Respect for prompt and accurate payment
Again, this is simply good business practice, not just one for the recruitment sector.
We pay our employees and suppliers on time. Every time. We appreciate it when our clients do too.
The REC Code of Practice instructs members to pay all wages and benefits due in accordance with any agreed terms and legal requirements.
9. Respect for ethical international recruitment
We’ve completed a number of overseas assignments, both the placement of senior execs based overseas into positions in the UK and, International searches for clients based around the world.
International employment laws vary, the landscape (much like it is in the UK) is rapidly evolving, and with that comes ever-increasing complexity.
We understand the challenges and abide by all relevant legislation and Home Office guidelines, providing relevant information to candidates and clients.
10. Respect for confidentiality and privacy
We are working in a highly sensitive field, information privacy and data protection is imperative.
We’re entrusted with maintaining the confidentiality of sensitive information.
Understanding client requirements and communicating with candidates openly but professionally is important, as is discretion, at all times.
As recruiters we must observe the highest principles of integrity, professionalism, equity and fair practice – As experienced business-people, we do this well.
We maintain the confidentiality and privacy of candidates and clients information in accordance with law and good business practice.
The Barron Williams approach to executive search and resourcing
Whilst the REC Code defines executive search and resourcing best practice, we observe the highest principles of social responsibility, integrity, professionalism, equity and fairness across all aspects of our business.
We’ve worked hard to build a strong brand identity, our REC corporate membership demonstrates credibility and a commitment to candidate care and the fundamentals of good recruitment.
That is reflected in our reputation. People trust us.
When we engage with client or candidate, they’ll receive a polite, professional approach at all times.
We respond to every candidate and we keep all sides updated at every step of the process.
Our strength is in the identification of potential candidates, while our approach helps us hit the whole of the market, not just those actively seeking a new role.
This requires skill and, most importantly, a polite but persistent approach.
By following the REC Code we’ve built strong relationships and an ExecBank of senior talent – Candidates and contacts across a number of sectors and functions.
With an honest and professional approach we’re able to connect and engage. We use the goodwill we’ve generated to our clients advantage.
People respond to us, they engage, refer, share and help. We reciprocate.
This means we find good people – Recruitment nirvana.
And people will only do that if they’re confident that we’re honest, professional and trustworthy.
We joined the Recruitment & Employment Confederation (REC) and signed up for the gold standard code of conduct because it is aligned with our values.
It’s not onerous or restricting, it’s integral to how we work.
If your current executive search and resourcing provider doesn’t mirror your values, how can they represent and live up to your brand?
Maybe it’s time to talk to Barron Williams?
If you’re looking for a senior executive for your organisation, please use our Client Upload Form or Call Us now.
If you’re looking for your next role, then please feel free to Upload Your CV or Call Us for an exploratory conversation.
