barLyons (UK) Ltd
T/as The Recruitment Services Partnership (TRSP)
The Company will collect the personal details that you provide to us on our website for the purposes of providing you with services and/or information. In providing such services and/or information to you we will only use your personal data in accordance with the terms of the following statement.
This statement sets out below:
- How the Company collects your personally identifiable information through the website.
- How the Company uses this information.
- Who the Company may share the information with and for what purpose(s).
- What choices are available to you regarding collection, use and distribution of your information.
- The kind of security procedures that are in place to protect the loss, misuse or alteration of information collected through the Company’s website
- How you can correct any inaccuracies in the information collected through the website.
Information Collection and Use
The Company collects information from our users at several different points on our website. The Company is the sole owner of the information collected on this site. We will not sell, share, or rent this information to others.
We request information from you on our online registration forms. Here you must provide contact information and information regarding the type of work you are seeking and your skills, qualifications and experience. This information is used to enable us to provide you with work-finding services. If we have trouble processing your application, this contact information is used to get in touch with you. TRSP does not use this information for any other purpose.
Cookies are small text files that are placed on your computer by websites that you visit. They are widely used in order to make websites work, or work more efficiently, as well as to provide information to the owners of the site.
Most web browsers allow some control of most cookies through the browser settings. To find out more about cookies, including how to see what cookies have been set and how to manage and delete them, visit www.aboutcookies.org or www.allaboutcookies.org. Please note that in a few cases some of our website features may not function if you remove cookies from your browser,
We use IP addresses to analyse trends, administer the site, track users’ movements, and to gather broad demographic information for aggregate use. IP addresses are not linked to personally identifiable information.
We may share aggregated demographic information with our clients. This is not linked to any personal information that can identify any individual person.
Sale of business
If the Company’s business is sold or integrated with another business your details may be disclosed to our advisers and any prospective purchasers and their advisers and will be passed on to the new owners of the business.
This website contains links to other external websites. Please be aware that the Company is not responsible for the privacy practices of such other sites. We encourage you to be aware of this when you leave our site and to read the privacy statements of each and every website that collects personally identifiable information. This privacy statement applies solely to information collected by the Company’s website.
The Company takes every precaution to protect our users’ information. Only direct employees of TRSP who need the information to perform a specific job (for example, our accounts clerk or a marketing assistant) are granted access to your information.
The Company uses all reasonable efforts to safeguard your personal information. However, you should be aware that the use of the Internet is not entirely secure and for this reason the Company cannot guarantee the security or integrity of any personal information which is transferred from you or to you via the Internet.
If you have any questions about the security at our website, you can send an email to Denise@trsp.co.uk
Correction/Updating Personal Information
If your personally identifiable information changes (such as office address), we will endeavour to provide a way to correct, update or remove the personal data provided to us. This can usually be done by emailing Denise@trsp.co.uk
Notification of Changes
Complaints or queries
The Company tries to meet the highest standards when collecting and using personal information. We take any complaints we receive about this very seriously. We encourage people to bring it to our attention if they think that our collection or use of information is unfair, misleading or inappropriate. We would also welcome any suggestions for improving our procedures.
If you wish to complain about this policy or any of the procedures set out in it or any other matter please contact in writing to; Denise Cutting (Business Manager), Denise@trsp.co.uk or 160 High Street, Southend On Sea, Essex, SS1 1JX.
The TRSP Code of Conduct outlines the Values and Behaviours which govern our way of working across our business globally. It constitutes a reference point covering all aspects of colleagues’ working relationships, specifically (but not exclusively) with other TRSP employees, customers and clients, governments and regulators, business partners, suppliers, competitors and the broader community.
- We act fairly, ethically and openly in all we do.
- Show the courage to do and say the right thing
- Act in private as I do in public, and honour my commitments
- Challenge things I believe to be wrong and be open to challenge from others
- Be accountable for failure as well as success, and not allocate blame.
- We put our clients and customers at the centre of what we do.
- Take the time to understand clients’ and customers’ needs, regardless of my role
- Always strive to surpass clients’ and customers’ expectations
- Create and provide solutions for clients and customers that balance the short and long term
- In serving my clients and customers, incorporate the perspectives of all our stakeholders.
- We use our energy, skills and resources to deliver the best, sustainable results.
- Aim for flawless delivery and learn from my mistakes
- Take pride in both my own work and that of the team
- Actively contribute to the performance, development and engagement of my colleagues
- Create the environment to attract and keep the best people who share our values.
Recruitment – synonymous with “hiring” in American English – refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread.
In situations where multiple new jobs are created and recruited for the first time, or the nature of a job has substantially changed, a job analysis might be undertaken to document the knowledge, skills, abilities and other characteristics (KSAOs) required or sought for the job. From these the relevant information is captured in such documents as job descriptions and job specifications. Often, a company already has job descriptions for existing positions. Where already drawn up, these documents may require review and updating to reflect current requirements. Prior to the recruitment stage, a person specification should be finalized to provide the recruiters with the project’s requirements and objectives.
Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies. It may involve internal and/or external recruitment advertising, using appropriate media, such as local or national newspapers, specialist recruitment media, professional publications, window advertisements, job centers, or in a variety of ways via the internet.
Alternatively, employers may use recruitment consultancies or agencies to find otherwise scarce candidates—who, in many cases, may be content in their current positions and are not actively looking to move. This initial research for candidates—also called name generation—produces contact information for potential candidates, whom the recruiter can then discreetly contact and screen.
Screening and selection
Various psychological tests can assess a variety of KSAOs, including literacy. Assessments are also available to measure physical ability. Recruiters and agencies may use applicant tracking systems to filter candidates, along with software tools for psychometric testing and performance-based assessment. In many countries, employers are legally mandated to ensure their screening and selection processes meet equal opportunity and ethical standards.
Employers are likely to recognize the value of candidates who encompass soft skills such as interpersonal or team leadership. Many companies, including multinational organizations and those that recruit from a range of nationalities, are also often concerned about whether candidates fits the prevailing company culture.