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Code of Practice

Richmond Associates Code of Practice has been created with reference to and in accordance with both the CIPD Code of Practice and the REC Code of Good Recruitment Practice. As organisation members we strive to abide by their Codes of Practice, as well as our own.


To ensure that the recruitment process carried out by Richmond Associates is conducted ethically and to the highest standards with due regard to the relevant legislation and statutory codes.


I) Richmond Associates will at all times carry out its business in a professional and ethical manner and will constantly strive to maintain its high standards and quality of service.
II) The recruitment process will be carried out in the UK with due regard and in compliance with the following Acts of Parliament and EC legislation and recommendations:
Age Discrimination Act 2006
The Conduct of Employment Agencies and Employment Businesses Regulations 2003
The Data Protection Act 1998
The Disability Discrimination Act 1995
Race Relations Act 1976
Sex Discrimination Act 1975
The Employment Equality (Sexual Orientation) Regulations 2003
The Employment Equality (Religion or Belief) regulations 2003

The recruitment process will be carried out in Australia with due regard and in compliance with the following legislations and recommendations:
Privacy Act 1998 (C'th)
Age Discrimination Act 2004
Disability Discrimination Act 1992
Racial Discrimination Act 1975
Sex Discrimination Act 1984
Australian Human Rights Commission Act 1986 (C'th)
Feedom of Information Act 1982

III) Richmond Associates will at all times encourage equal opportunity and discourage discriminatory practices.
IV) Richmond Associates will ensure that its staff are informed and trained to carry out their duties effectively and that part of their training will include awareness of the Code of Practice.

Client Relationship

Before embarking on the recruitment process, Richmond Associates will:
Obtain a full brief from the client about the role and the organisation to enable a suitable candidate to be selected.
Ensure that the recruitment process corresponds with the client’s internal HR procedures where requested.
Advise its client of any potential conflicts of interest and any material restriction to which it is subject by reason of undertakings given to other clients.
Undertake not to target a candidate for search when that candidate has been placed by them for the duration of that candidate’s employment with the client (Richmond Associates reserves the right to respond to an approach made by the candidate).
Provide the client with a copy of Richmond Associates terms of business.

During the recruitment process, Richmond Associates will:
Abide by the client's instructions regarding the confidentiality of the assignment and the limits of information which can be provided.
Maintain regular communication with the client, keeping them appraised of the situation.
Undertake not to knowingly withhold information which might influence the client’s decision regarding the appointment.
Unless otherwise agreed with the client, not submit any candidate whose suitability has not been assessed by interview.
Demonstrate to the client the extent of any research on request.
On request from the client, take out references and/or validate professional and educational qualifications subject to permission being obtained and granted by the candidate.
Ensure that any psychometric tests used are conducted by qualified practitioners.

Accurately document all stages of the recruitment process.

Candidate Relationship

With regard to registered candidates, in the context of a particular recruitment process or otherwise, Richmond Associates will:
Not disclose details of a candidate to a client without that candidate's prior permission.
Not check references and qualifications without the candidate’s prior permission.
Not knowingly withhold information which might influence the candidate’s decision regarding a specific appointment.
Provide clear and accurate information about a role within 24 hours of request (whilst maintaining client confidentiality) and undertake to provide the same information to all applicants.
Where possible, keep candidates informed of the progress of their application.
Carefully monitor and maintain candidate data in compliance with the Data Protection legislation and candidate confidentiality.


All advertising will be submitted to the client for approval before publication unless otherwise agreed.
All advertising will make clear that Richmond Associates are acting as advisors to the client.
Richmond Associates will never knowingly misrepresent a client or make inappropriate use of the client identity in any advertising.
Any advertisement should abide by the Code of Advertising Practice, UK and the Competition and Consumer Act 2010 under Australian Consumer Law.

Breach of Code of Conduct

Richmond Associates undertakes to treat any alleged breach of this code or legislation with respect and immediate attention.
Any complaints addressed to Richmond Associates will be dealt with in accordance with the internal disciplinary and complaints procedure.
Richmond Associates undertakes to cooperate fully with the complaints and disciplinary procedure of the CIPD and the REC in the UK and the RCSA in Australia.