Recruitment Practice Emergency Procedure

---
name: recruitment-practice-emergency-procedure
description: |
  Respond to emergencies in recruitment agencies and client sites calmly, in role and in the right order.
  TRIGGERS - Use when a recruitment consultant needs a emergency response procedure for employers and job candidates in recruitment agencies and client sites.
category: Recruitment Practice
license: MIT
version: 1.0
---
# Emergency Response Procedure — Recruitment Practice

Respond to emergencies in recruitment agencies and client sites calmly, in role and in the right order. The deliverable is an emergency procedure card: recognition, first actions, escalation and recording.
This skill is written for a recruitment consultant working with employers and job candidates in recruitment agencies and client sites.

## When to use
- You are a recruitment consultant preparing, delivering or reviewing this part of your work in recruitment agencies and client sites.
- You need a defensible, repeatable approach that produces an emergency procedure card: recognition, first actions, escalation and recording.
- A colleague, auditor or client asks how this was done and what evidence supports it.

## Key Concepts
| Term | Meaning |
|------|---------|
| Shortlist | the candidates selected for a client to interview |
| Time to fill | days from job brief to accepted offer |
| Retention | how long placed candidates stay in role |

## Workflow
1. **Step 1** - Recognise the emergency early: know the presentations that matter for employers and job candidates, especially discriminatory screening
2. **Step 2** - Take the immediate actions a recruitment consultant is trained and authorised for, using applicant tracking systems as drilled
3. **Step 3** - Call for help with a structured message: location in recruitment agencies and client sites, situation, what has been done, what is needed
4. **Step 4** - Keep employers and job candidates and bystanders informed and safe while help arrives; hand over with a concise summary
5. **Step 5** - Record the event fully in job briefs afterwards, debrief the team, and update the procedure with lessons learned

## Profession-Specific Components
| Component | Details for Recruitment Practice |
|-----------|-------------------------------|
| Core documentation | job briefs; candidate records; interview feedback; placement documents |
| Core tools & equipment | applicant tracking systems; job boards; assessment tools; CRM systems |
| People involved | employers and job candidates; the recruitment consultant; colleagues and other services in recruitment agencies and client sites |
| Primary record | job briefs — keep it current, dated and attributable |

## Output Format
**Context:** [Situation in recruitment agencies and client sites] | **Objective:** [What this must achieve] | **Audience:** [employers and job candidates and other stakeholders]

The finished output is an emergency procedure card: recognition, first actions, escalation and recording, structured as:
1. Summary of position and evidence
2. Detail, following the workflow above
3. Decisions, actions, owners and dates
4. Review point and escalation route

### Action Plan
1. **Immediate:** Confirm scope, consent and the evidence available in job briefs.
2. **Short-term:** Complete the workflow steps and record outcomes against time to fill.
3. **Medium-term:** Review results, close actions, and update local procedures in recruitment agencies and client sites.

## Success Metrics
| Metric | Target | Method |
|--------|--------|--------|
| time to fill | Agree a local target and track the trend | Measured from job briefs and reviewed on a set cycle |
| placement retention | Agree a local target and track the trend | Measured from job briefs and reviewed on a set cycle |
| candidate satisfaction | Agree a local target and track the trend | Measured from job briefs and reviewed on a set cycle |
| client repeat business | Agree a local target and track the trend | Measured from job briefs and reviewed on a set cycle |

## Guardrails & Quality Checks
- Never let this happen: discriminatory screening.
- Never let this happen: candidate data breaches.
- Never let this happen: mis-sold roles.
- Work only within the competence and authority of a recruitment consultant; escalate or refer anything beyond it.
- Record facts and observations, not speculation, and keep records confidential to recruitment agencies and client sites's rules.
- Verify names, dates, figures and measurements twice before anything is issued or signed off.
- Use only real, verified information from the case in hand — never invent results, credentials or evidence.

## Example (illustrative)
A recruitment consultant in recruitment agencies and client sites applies this workflow for employers and job candidates: they open
job briefs, work through the five steps using applicant tracking systems, and close by recording
the outcome against time to fill and agreeing the next review date. (Illustrative example only —
replace with the real details of the case in hand.)