Terms and conditions of use for recruiters on Supply Management Jobs
Terms and conditions
Terms and conditions of business for Recruiters using Supply Management Jobs.
1.1 Supply Management Jobs is a website produced by Haymarket Media Group (HMG) on behalf of the Chartered Institute of Procurement and Supply (CIPS).
'HMG' means Haymarket Media Group Ltd, which produces Supply Management Jobs on behalf of the CIPS, and which sells advertising to appear on the Supply Management jobs website.
'Recruiter' means any person, company, organisation or firm which advertises jobs on the Supply Management Jobs website.
2. Acceptance of terms and conditions
2.1 Accepting the terms and conditions
These Terms and conditions of business for Recruiters using www.peoplemanagement.co.uk shall be read in conjunction with HMG's main Terms and conditions of acceptance of advertisements (read HMG's main terms and conditions). The placing of any advertisement by the Recruiter constitutes acceptance of both these sets of terms and conditions.
Full details can be found in the People Management online ratecard or by contacting the People Management recruitment team on 0208 267 4476. There are three booking options: 3.2 Pay-as-you-go
Jobs booked one-by-one and charged at the prevailing standard rate shown on the People Management ratecard. 3.3 Bulk posting packages
Multiple credits allowing the Recruiter to post a fixed number of jobs on the People Management website. From the moment of booking, the Recruiter has up to 6 months to use such credits. Any jobs posted in addition to the package limit will be charged at the prevailing standard rate for single jobs (the 'Pay-as-you-go' rate). 3.4 Monthly job-posting limits
Multiple credits, set per calendar month, allowing the Recruiter to post up to a fixed number of jobs on the People Management website. Unused 'jobs' cannot be carried over to the following month without the express permission of People Management. If the Recruiter exceeds the agreed monthly job-posting limit, any additional jobs posted will be charged at the prevailing standard rate for single jobs (the 'Pay-as-you-go' rate).
4. Posting job ads
4.1 Real jobs
Recruiters must ensure that all postings relate to genuine, live job positions and that no postings are stock or generic job descriptions. 4.2 Activating jobs
Recruiters will become liable to pay the full agreed rate for a job (or to use up one credit in a bulk posting package or monthly job-posting limit) from the moment that a job goes live on the website, even if the Recruiter subsequently expires the job before the end of the maximum posting period (one calendar month). 4.3 Amendments to jobs
If the Recruiter expires a job and then re-posts it, or amends the Job title, Publish date or Location details (country, or postcode, or description) of any job without deleting it, this will treated as a new job posting and the Recruiter will be charged accordingly. 4.4 Posting period
All jobs posted will remain live for one calendar month unless a shorter time period is specified by the Recruiter. Any extension beyond one calendar month will be charged to the Recruiter as a new posting. The posting period will be deemed to start from the moment that the job first appears on the People Management website.
5. Job ad content
HMG may remove any advertisement which contains content which, in the opinion of HMG , is defamatory, illegal or objectionable or which could bring People Management or the CIPD into disrepute. Recruiters will indemnify HMG from and against any claims or liability howsoever arising from content or links contained in their advertisements. 5.2 Discrimination on grounds of sex, race, disability or age
Advertisements which appear to discriminate on grounds of sex, race or disability are illegal. If HMG believes that an advertisement may be discriminatory, HMG may at its discretion either amend the advertisement or remove it from the website without liability to the Recruiter to make any refund of amounts paid or due to be paid in respect of the posting or otherwise and will inform the Recruiter accordingly.
6. Responses to advertisements
6.1 Jobseeker suitability
HMG does not guarantee any response to advertisements or that responses will be from individuals suitable for the job advertised. It is the Recruiter's responsibility to employ sufficient checks and procedures to ensure that candidates are suitable for the job advertised are bona fide and have the required qualifications and personal characteristics. 6.2 Dealing with jobseekers
Recruiters will deal fairly and professionally with individuals who may respond to their advertisements. Recruiters hereby indemnify HMG against any claim brought by an individual arising from any breach of this obligation.
7. Job-alert emails
7.1 Inclusion in job-alert emails
People Management offers jobseekers the chance to subscribe to job-alert emails containing information on, and links to, job ads relevant to their job-search criteria. Details of jobs placed by Recruiters may be included in these emails.
8. Third-party sites
8.1 Content syndication
People Management may syndicate vacancies to third-party websites.
9. Registration and passwords
The registration details provided by Recruiters to access the website must be accurate and correct. Recruiters must notify People Management immediately of any changes which are relevant to their registration. 9.2 Passwords
Usernames and passwords may be used only by employees of the Recruiter to which they are issued. Recruiters are responsible for keeping secure their username and password and ensuring that they are known only to employees authorised to post and amend jobs on their behalf. Recruiters are advised to change their passwords regularly - they will be automatically required to do this every 90 days. Recruiters hereby indemnify HMG against any claims and liability arising from misuse of passwords howsoever caused.
10. Website operation
10.1 Technical problems
HMG will use its reasonable endeavours to keep the website fully operational and error-free. HMG shall have no liability for any disruption to the website caused by technical problems, although it shall do its utmost to rectify these as quickly as possible. HMG shall have no liability for any failures in Recruiters accessing the website caused by any software utilised by Recruiters when inputting any posting information.
11. Employment agencies and employment businesses
11.1 Employment Agencies Act 1973
Employment agencies or employment businesses (as defined by the Employment Agencies Act 1973 ('the Act')) must ensure that any jobs ads posted comply with the requirements of the Act and Conduct of Employment Agencies and Employment Businesses Regulations 2004.
12. Breach of terms and conditions
If Recruiters breach any of these Terms and conditions of business for Recruiters usinghttp://recruiter.peoplemanagement.co.uk or http://hr-jobs.peoplemanagement.co.uk, or the main Terms and conditions of acceptance of advertisements, or fail to pay invoices, HMG may refuse to post further jobs on their behalf, remove any remaining live jobs from the website, and withdraw their access to their account (including statistical information and job details). 12.2 Change to terms and conditions
These terms and conditions, and the main terms and conditions, may change from time to time and you are advised to refer to them regularly.