Our professional certifications and memberships reflect our commitment to quality and the high levels of service
Operating to the highest industry standards
The Association of Professional Staffing Companies (APSCo), provides and enforces a clear set of business standards that members adhere to and which enable prospective clients, contractors and permanent candidates to have confidence in their selection of an APSCo member.
In 2016, we received a number of awards for excellence; including Service Provider of the year to Northumbrian Water Limited for Going the Extra Mile, a winner of Recruiter Magazine’s Investing in Talent Awards and, winner of the Association of Professional Staffing Companies (APSCo) Awards for Excellence 2016, in the in the category ‘Recruitment Company of the Year over £50m turnover'.
We consistently apply industry best practice to everything we do and have an unrivalled reputation for quality and integrity. Commitment to this quality approach is reflected in our certifications by the assessing body DNV GL.
- Certified to ISO 9001:2008 standard and aligned to all relevant employment and recruitment legislation
- Certified to ISO 14001:2015 standard for minimising our impact on the environment
Business Disability Forum: Charter for Disability-Smart Recruitment Service Providers
Our aim is to provide accessible services for all our stakeholders. We apply the Business Disability Forum (BDF) charter in all our candidate reach and selection processes to ensure equal and fair management of all applicants, and regularly engage with the BDF to access their knowledge about the needs of people with disabilities and long-term conditions, and how best to improve our services. Under the BDF charter there are ten key competencies that disability-smart recruitment service providers ensure they are equipped to deliver:
- Seek and welcome applicants with disabilities and long-term conditions
- Review processes and methods to ensure they are attractive and barrier-free for groups of disabled people and individuals with disabilities or long-term conditions (this includes reviewing marketing and attraction strategies)
- Have processes to ensure adjustments or accommodations that are reasonable are made for individuals to enable them to effectively complete the service provider’s recruitment processes
- Provide disability-specific training to all employees on their legal obligations as a supplier of recruitment services
- Check all job adverts to ensure they focus on output rather than process so that they do not indirectly discriminate against groups of people with disabilities
- All assessments, questionnaires, and interview formats undertaken by the recruitment service provider have been equality analysed to ensure they are inclusive and barrier-free
- Support alternative ways of doing assessments and interviews (such as extended interviews or facilitating work trials)
- Engage with external organisations and schemes (such as Access to Work) to help further support candidates with disabilities or long-term conditions
- Wherever possible, provide feedback to unsuccessful candidates on their performance during the recruitment process
- Monitor the number of candidates who say they have a disability or long-term condition, how successful they are in securing work through the recruitment service-provider, and actively work to improve the attraction and selection of people with disabilities and long-term conditions.