We are recruiters. Having noted your requirements, we introduce experienced, closely-matched candidates to you who have been checked and interviewed. See the Client services page for more details.
No. Our candidates become your employees and you provide the means [eg. cleaning equipment and materials] to enable them to carry out their tasks.
In many cases, we can send you CVs of suitable candidates within hours of your enquiry.
Thanks to the recently introduced Equality Act 2010, we are no longer allowed to ask questions about an applicant’s health as this is perceived to be ‘discriminatory’. However, you are allowed to make a job offer on the condition that the applicant has a health check and you are satisfied with the results. You must, where possible, make reasonable adjustments for disabled applicants during both the application process and any employment with you. This is a complicated area of law and if you have any questions we recommend that you get independent legal advice.
Yes. We inspect the original passport, ID document, residence permit or visa of every candidate we introduce to you to ensure they are legally permitted to work in the UK. However, if you engage someone, it is incumbent on you to repeat these checks and photocopy the relevant documents.
Yes. However, if you engage someone, it is incumbent on you to repeat this check.
Yes. We have been recommending Stafftax to our clients for over 15 years and have not had any adverse reports. They charge a modest annual fee. Click here to be taken to their website.
Checks previously undertaken by the Criminal Records Bureau [CRB] are now performed by the Disclosure & Barring Service [DBS]. A useful bonus is that whereas the CRB check was at a point in time, the DBS will, for a small fee, provide an Update Service. If you engage one of our candidates, we are happy to conduct a DBS check at no cost to you.