The recruitment and Employment Confederation’s latest code of practice involves the construction sector. Although a welcome development, reaction from the construction industry has been mixed. Liz Wells investigates

February saw the launch of the Recruitment and Employment Confederation's latest sector code of practice for recruitment agencies, and this time the focus was on the construction sector.

The code of practice covers areas such as training, safety, work relationships, ethical international recruitment and respect for diversity (see box). It was developed following meetings with private and public sector clients of construction recruiters and aims to address their concerns.

The code has so far had a mixed reaction from the construction industry. At its launch in London, it was welcomed by Stephen Ratcliffe, chief executive of the Construction Confederation (CC) and director of the Major Contractors Group. He said: "Its aspirations, particularly with regard to site safety, training and treating workers fairly and with respect, are in line with the aims of the CC and its member federations who are working vigorously to achieve improved and safer working conditions.

"This is vital, both to ensure the well-being of all those who work in our industry, and to encourage and attract young people to follow careers in construction."

However, there are those who believe the code does not go into enough detail. Andy Walker, communications and public affairs director at the Association for Consultancy and Engineering, told Recruiter: "We realise it's a living document, but our initial thoughts are that it doesn't go far enough. We would have liked to have seen something about REC members ensuring overseas workers have got the right documentation and qualifications; or about REC members providing active work permit status for each candidate. There is a way to go but we are in dialogue with the REC."

However, Walker added: "We believe the code is a step in the right direction. We especially welcome the inclusion about the respect for working relationships, which means that consultants cannot approach candidates within a certain time frame."

One of the sectors' leading players, Hays Construction & Property, is not a member of the REC group and therefore has not signed up to the code. Its managing director Tim Cook told Recruiter he supports any work which seeks to eradicate the unscrupulous behaviour of recruitment agencies. "Most points make perfect sense in light of the skills shortages and should be core for any legitimate recruitment agency working in the construction industry," Cook said.

"However, a couple of points do blur the line of responsibility between an employer and a recruitment agency. For example, we would query whether the point stating that 'members will work with clients and workers to reduce the environmental impact of the building project' should be included as an essential item where recruitment businesses can make a difference — although we do, of course, appreciate that it is desirable and responsible, it is difficult to measure and therefore difficult to enforce."

Enforcement of the code is a major bone of contention. As it stands any company found to be in breach of the code will face punishment through the REC's normal standards procedure; ultimately they could be expelled. However, Anne Fairweather, head of public policy at the REC, explained: "We would be keen to work with the agency to resolve the issues."

This approach to enforcement has drawn criticism from within the construction sector. One Bristol-based engineer told the New Civil Engineer website: "The code is unenforceable. Most agencies are not members of the REC and are therefore not affected by these changes. Licensing of each and every recruitment consultant would be the only solution."

However, Fairweather added: "It's true we can't do anything to enforce the code among non-REC members. It's down to construction companies to look at the recruitment agencies they are using and we suggest they only use REC members."

Currently all 148 members of the sector group are signed up to the code, and the CC will be pushing it out to its members. However, whether this is enough to improve the standing of recruitment agencies in the construction sector remains to be seen.

Construction Sector Group code of practice

• Respect for work in permanent recruitment: Before accepting an assignment, a member must agree any 'off limit' rules which will include undertakings by the member that it will not, without the client's prior permission, make any first approach to candidates placed by it with that client or to any employee of a client within a minimum of one year of completing an assignment.

• Respect for diversity: Members will act without prejudice or discrimination and be mindful of the need to diversify the construction agencies' work with clients to see a wider pool of candidates.

• Support for training and local development: Members will provide information about training opportunities where relevant; members will work towards supporting local regeneration initiatives and the reduction of carbon footprint of attracting workers and will work with clients to reduce the environmental impact of the building project.

• Respect for safety: Members will help jobseekers register for CSCS (Construction Skills Certification Scheme) courses at no charge; members will take steps to ensure work seekers are aware of their health and safety responsibilities, and members will have a drugs and alcohol policy.

• Respect for ethical international recruitment: Members will treat overseas workers fairly and with respect to equal opportunities and will ensure they have adequate language abilities for the position in which they are being placed.