Candidate Application Form

1. Equal opportunities

Blink Digital Recruitment UK Ltd is committed to a policy of equal opportunities for all work seekers and shall adhere to such a policy at all times anyone equally irrespective of d will review on an on-going basis on all aspects of recruitment to avoid unlawful or undesirable discrimination. We will treat eve sex, sexual orientation, marital status, age, disability, race, colour, ethnic or national origin, religion, political beliefs or membership or non membership of a Trade Union and we place an obligation upon all staff to respect and act in accordance with the policy.

Blink Digital Recruitment UK Ltd shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Blink Recruitment will ensure that each candidate is assessed only in vacancy accordance with the candidate’s merits,qualification and ability to perform the relevant duties required by the duties required by the vacancy.

I am looking to work in: INDUSTRIAL
ENGINEERING
LOGISTICS
COMMERCIAL
TECHNICAL
CONSTRUCTION

Personal details

Personal details

Previous Companies

List Previous Employers and Contact Details Including Phone Number – Also give details of why you left their employment & length of service (also include salary details) – this information will be used for reference checking purposes – 2-year traceable work history

Upload CV

Add previous company detail

Criminal Convictions

2. Criminal Convictions (Please delete clearly as appropriate)
Do you have any unspent* criminal convictions?

*Certain types of employment and professions are exempt from the Rehabilitation of Offenders Act 1974 and in those cases particularly where the employment is sought in relation to positions involving working with children or vulnerable adults, details for all criminal convictions must be given. The information given will be treated in the strictest of confidence and only considered where, in the reasonable opinion of Blink Digital Recruitment UK Ltd, the offence is relevant to the post to which you are applying. Failure to declare a conviction may require us to exclude you from our register or terminate an assignment if the offence is not declared but later comes to light.

3. Permission to work in the UK
Do you have immigration permission to work in the UK?(Please delete clearly as appropriate)

In line with Home Office guidance on the prevention of illegal working we will need to verify and take a copy of your original ID documentation as evidence of your right to work in the UK if you are to be engaged by Blink Digital Recruitment UK Ltd for temporary work


4. Health and Disability

The following questions on health and disability are asked to find out your needs in terms of reasonable adjustments to access our recruitment service and to find out your needs to perform the job or position sought.

Do you have any health issues or a disability relevant to the position or role you seek?(Please delete clearly as appropriate)

If you have a disability, what are your needs in terms of reasonable adjustments to enable you to perform the role sought?

Please Specify

If you have a disability, what are your needs in terms of reasonable adjustments to access this recruitment service and to attend interview, or to take aptitude tests etc.?

Please Specify

Data Protection

5. Data Protection Statement

The information that you provide on this form and on any CV given will be used by Blink Digital Recruitment UK Ltd to provide you work finding services. In providing this service to you, you consent to your personal data being included on a computerized database and consent to us transferring your personal details to our clients.

We may check the information collected, with third parties or with other information held by us.

We may also use or pass to certain third parties’ information to present or detect crime, to protect public funds, or in other way permitted or required by law.

6. Candidate Declaration

I hereby confirm that the information given is true and correct. I consent to my personal data and CV being forwarded to clients. I consent to references being passed onto potential employers.

If, during a temporary assignment, the Client wishes to employ me direct, I acknowledge that Blink Digital Recruitment UK Ltd will be entitled either to charge the client an introduction/transfer fee, or to agree an extension of the hiring period with the Client (after which I may be employed by the Client without further charge being applicable to the Client).



Medical Questionnaire


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Employee Statement

Employee Statement Tick A, B or C



PLEASE BE AWARE IF YOU ENTER INCORRECT DETAILS ON THIS FORM AND WE HAVE TO CONTACT THE PAY ROLL DEPARTMENT TO REQUEST INVESTIGATING INTO NON-PAYMENT OF WAGES OR ADDITIONAL COPIES OF PAY SLIPS AN ADMINISTRATION CHARGE OF £10 WILL HAVE TO BE PAID FOR EACH ITEM – PLEASE COMPLETE THIS FORM ACCURATELY TO AVOID UNNECESSARY CHARGES.

Driver Selection

Terms Of Business

1. DEFINITIONS 1.1. In these Terms of Engagement, the following definitions apply: – "Assignment"means the period during which the Temporary Worker is supplied to render services to the Client; "Client"means the person, firm or corporate body requiring the services of the Temporary Worker together with any subsidiary or associated company as defined by the Companies Act 1985; "Employment Business" means Blink Digital Recruitment UK Ltd of [4 Queen Street, Newcastle-under-Lyme, Staffordshire ST5 1ED ]; "Temporary Worker" means [name of Temporary Worker]. "Relevant Period"means the longer period of either 14 weeks from the 1 first day on which the Temporary Worker worked for the Client, or 8 weeks from the day after the Temporary Worker was last supplied by the Employment Business to the Client. 1.2. Unless the context otherwise requires, references to the singular include the plural. 1.3. The headings contained in these Terms are for convenience only and do not affect their interpretation. 2. THE CONTRACT 2.1. These Terms constitute a contract for services between the Employment Business and the Temporary Worker and they govern all Assignments undertaken by the Temporary Worker. However, no contract shall exist between the Employment Business and the Temporary Worker between Assignments. 2.2. For the avoidance of doubt, these Terms shall not give rise to a contract of employment between the Employment Business and the Temporary Worker. The Temporary Worker is engaged as a self employed worker, although the Employment Business is required to make statutory deductions from the Temporary Worker’s remuneration in accordance with clause 4.1. 2.3 No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Employment Business and the Temporary Worker and set out in writing and a copy of the varied terms is given to the Temporary Worker stating the date on or after which such varied terms shall apply. 3. ASSIGNMENTS 3.1 The Employment Business will endeavor to obtain suitable Assignments for the Temporary Worker to work as a (Driver, Industrial or Commercial) worker. The Temporary Worker shall not be obliged to accept an Assignment offered by the Employment Business. 3.2 The Temporary Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available and agrees: that the suitability of the work to be offered shall be determined solely by the Employment Business; that the Employment Business shall incur no liability to the Temporary Worker should it fail to offer opportunities to work in the above category or in any other category; and that no contract shall exist between the Temporary Worker and the Employment Business during periods when the Temporary Worker is not working on an Assignment 3.3 At the same time as an Assignment is offered to the Temporary Worker the Employment Business shall inform the Temporary Worker of the identity of the Client, and if applicable the nature of their business; the date the work is to commence and the duration or likely duration of the work; the type of work, location and hours during which the Temporary Worker would be required to work; the rate of remuneration that will be paid and any expenses payable by or to the Temporary Worker; and any risks to health and safety known to the Client in relation to the Assignment and the steps the Client has taken to prevent or control such risks. In addition, the Employment Business shall inform the Temporary Worker what experience, training, qualifications and any authorization required by law or a professional body the Client considers necessary or which are required by law to work in the Assignment. 3.4 For the purpose of calculating the average number of weekly hours worked by the Temporary Worker on an Assignment, the start date for the relevant averaging period under the Working Time Regulations shall be the date on which the Temporary Worker commences the first Assignment. 3.6 If, before the first Assignment, during the course of an Assignment or within the Relevant Period the Client wishes to employ the Temporary Worker direct or through another employment business, the Temporary Worker acknowledges that the Employment Business will be entitled either to charge the Client a fee or to agree an extension of the hiring period with the Client at the end of which the Temporary Worker may be engaged directly by the Client or through another employment business without further charge to the Client. In addition, the Employment Business will be entitled to charge a fee to the Client if the Client introduces the Temporary Worker to a third party who subsequently engages the Temporary Worker within the Relevant Period. 4. REMUNERATIONS 4.1 The Employment Business shall pay to the Temporary Worker remuneration calculated at a minimum hourly rate of £ NMW being the minimum rate of remuneration that the Employment Business reasonably expects to achieve, for all hours worked. The actual rate will be notified on a per Assignment basis, for each hour worked during an Assignment (to the nearest quarter hour) to be paid weekly in arrears, subject to deductions in respect of PAYE pursuant to Sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003 and Class 1 National Insurance Contributions and any other deductions which the Employment Business may be required by law to make. 4.2 Subject to any statutory entitlement under the relevant legislation, the Temporary Worker is not entitled to receive payment from the Employment Business or Clients for time not spent on Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed. 4.3 The employment business undertakes to pay the work-seeker for all hours worked, regardless of whether the employment business is paid by the hirer. 4.4 In the event the temporary worker has any pay related issues the worker would need to email office@blinkrecruitment.net with all details including hours worked client worked and details of any short fall or overpayment by Tuesday morning following the week worked to enable the pay department to investigate. 5. STATUTORY LEAVE 5.1 For the purposes of calculating entitlement to paid annual leave pursuant to Working Time Regulations 1998 under this clause, the leave year commences on the first of April. 5.2 Under the Working Time Regulations 1998, the Temporary Worker is entitled to 5.6 weeks’ paid leave per leave year. All entitlement to leave must be taken during the leave year in which it accrues, and none may be carried forward to the next year. 5.3 Where a Temporary Worker wishes to take paid leave during an assignment s/he should notify the Employment Business of the dates of his/her intended absence giving notice of at least twice the length of the period of leave that s/he wishes to take by completing a holiday request form (available from your log in area on www.blinkrecruitment.net). In certain circumstances the Employment Business may give counter-notice to the Temporary Worker to postpone or reduce the amount of leave that the Temporary Worker wishes to take and in such circumstances the Employment Business will inform the Temporary Worker in writing giving at least the same length of notice as the period of leave that has been requested. 5.4 Entitlement to payment for leave accrues in proportion to the amount of time worked continuously by the Temporary Worker on Assignment during the leave year. [*The amount of payment which the Temporary Worker will receive in respect of periods of annual leave taken during an Assignment will be calculated in accordance with and paid in proportion to the number of hours which the Temporary Worker has worked on Assignment]. Payments for annual leave will be calculated based on rates paid during the Client’s normal working hours i.e. those which do not attract overtime rates of pay.] 5.5 In the course of any Assignment during the first leave year the Temporary Worker is entitled to request leave at the rate of one twelfth of the Temporary Worker’s total holiday entitlement in each month of the leave year. 5.6 Where a Bank holiday or other public holiday falls during an Assignment and the Temporary Worker does not work on that day, the public holiday shall count as part of the Temporary Worker’s paid annual leave entitlement.] 5.7 Where this contract is terminated by either party and a P45 is requested, the Temporary Worker shall be entitled to a payment in lieu of any untaken leave where the amount of leave taken is less than the amount accrued in accordance with clause 5.4 above 5.8 None of the provisions of this clause regarding the statutory entitlement to paid leave shall affect the Temporary Worker’s status as a self-employed worker. 6. SICKNESS ABSENCE 6.1 The Temporary Worker may be eligible for Statutory Sick Pay if s/he meets the relevant statutory criteria. 6.2 For the purposes of the Statutory Sick Pay scheme there is one qualifying day per week during an assignment and that qualifying day shall be the Wednesday in every week. 7. TIME SHEETS 7.1 At the end of each week of an Assignment (or at the end of the Assignment where it is for a period of one week or less or is completed before the end of a week) the Temporary Worker shall deliver to the Employment Business a time sheet duly completed to indicate the number of hours worked during the preceding week (or such lesser period) and signed by an authorized representative of the Client. 7.2 Where the Temporary Worker fails to submit a properly authenticated time sheet the Employment Business shall, in a timely fashion, conduct further investigations into the hours claimed by the Temporary Worker and the reasons that the Client has refused to sign a timesheet in respect of those hours. This may delay any payment due to the Temporary Worker. The Employment Business shall make no payment to the Temporary Worker for hours not worked. 7.3 For the avoidance of doubt and for the purposes of the Working Time Regulations, the Temporary Worker’s working time shall only consist of those periods during which s/he is carrying out activities or duties for the Client as part of the Assignment. Time spent travelling to the Client’s premises; lunch breaks and other rest breaks shall not count as part of the Temporary Worker’s working time for these purposes. 8. CONDUCT OF ASSIGNMENTS 8.1 The Temporary Worker is not obliged to accept any Assignment offered by the Employment Business but if s/he does so, during every Assignment and afterwards where appropriate, s/he will: – a) Co-operate with the Client’s reasonable instructions and accept the direction, supervision and control of any responsible person in the Client’s organization; b) Observe any relevant rules and regulations of the Client’s establishment (including normal hours of work) to which attention has been drawn or which the Temporary Worker might reasonably be expected to ascertain; c) Take all reasonable steps to safeguard his or her own health and safety and that of any other person who may be present or be affected by his or her actions on the Assignment and comply with the Health and Safety policies and procedures of the Client; d) Not engage in any conduct detrimental to the interests of the Client; e) Not at any time divulge to any person, nor use for his or her own or any other person’s benefit, any confidential information relating to the Client’s or the Employment Business’ employees, business affairs, transactions or finances. 8.2 If the Temporary Worker is unable for any reason to attend work during an Assignment s/he should inform the Client and/or the Employment Business within one hour of the commencement of the Assignment or shift. 8.3 If, either before or during an Assignment, the Temporary Worker becomes aware of any reason why he may not be suitable for an Assignment, he shall notify the Employment Business without delay. 9. TERMINATION 9.1 The Employment Business or the Client may terminate the Temporary Worker’s Assignment at any time without prior notice or liability. 9.2 The Temporary Worker may terminate an Assignment at any time without prior notice or liability. 9.3 If the Temporary Worker does not inform the Client or the Employment Business [in accordance with clause 9.2] should they be unable to attend work during the course of an assignment this will be treated as termination of the assignment by the Temporary Worker in accordance with clause 9.2 unless the Temporary Worker can show that exceptional circumstances prevented him or her from complying with clause 9.2. 9.4 If the Temporary Worker is absent during an assignment and the contract has not been otherwise terminated under clauses 9.1, 9.2 or 9.3 above the employment business will be entitled to terminate the contract in accordance with clause 9.1 if the work to which the absent worker was assigned is no longer available for the Temporary Worker. 9.5 If the Temporary Worker does not report to the Employment Business to notify his/her availability for work for a period of three weeks, the Employment Business will forward his/her P45 to his/her last known address. 10. LAWS 10.1 These Terms are governed by the law of England and are subject to the exclusive jurisdiction of the Courts of England

Dear Candidate,


Firstly, welcome to the team and may we take this opportunity to which you all the best on the contract that you have been placed onto.

For Blink Recruitment and yourself to work together we need to ensure that certain systems that we have in place to help you are followed. This is a guide for you to refer to should you ever be unsure as to what to do in the event of any of the following.

Do this by emailing your start and finish times to office@blinkrecruitment.net by no later than 09.00 on the Monday morning following the week worked. PLEASE BE AWARE – NO HOURS – NO PAY!

Blink Recruitment have a 24 hour a day, 7 days a week manned number that you are to call (01782 939097) Our company policy is as follows…….

You must call (01782 939097)1 hour before your shift if you are unable to attend work and if possible the night before.

Texting in sick is classed as a no show and in some cases gross misconduct which will lead to you being removed from your contract – as we don’t monitor text messages out of hours.

Blink Recruitment have an external payroll management company that we work with and the Consultants in the office don’t deal with pay issues or holiday requests– in the unlikely event of you having a pay query you must email payroll at office@blinkrecruitment.net with full details of what the query is and one of the payroll team will come back to you.

To request holiday, you need to email office@blinkrecruitment.net and ask for a holiday request form – this will need to be filled in and returned via email to payroll. Please note as your terms of engagement that you have signed at registration. Twice the length of the time off requested must be given as notice and you cannot take sick days as a holiday day (please refer to your contract of employment)

Blink Recruitment operate a strict anti-drugs and alcohol policy – please be aware that any of our clients can make a reasonable request for you to submit for a random drugs/alcohol test via an external testing company – Blink Recruitment also have the facility to test within branch.

At all times whilst working what should you wear Safety Boots & High Visibility Jacket Hard Hat & Gloves Safety Boots & Gloves Warm Coat & Woolly Hat
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Before Manually lifting something what should you do Check the Yard for moving vehicles Ensure you have clear visibility Access the load, can you lift it safely Speak to your line manager
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What position should your feet be in before completing a base lift One foot in front of the other Feet positioned at ten and two Heels together Toes together
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When lifting an object what position should you be in Back Bent Knees Straight Knees Bent Back Straight Arms as far forward as possible back bent Arms close to body back straight knees straight
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What position should you keep your head in when lifting Looking to the left for vehicles approaching Looking in the direction of oncoming traffic Neck & Head up – Chin Up Look directly at your feet
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When Lifting a heavy load, it’s important to Ensure the load is even Ensure the load is kept as close to you as possible Ensure you are wearing gloves Ensure your hard hat fits correctly
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Please Tick the following that apply to lifting a load Don’t Twist your trunk Lift Smoothly Drop the load from height Keep the load as close to you as possible
Tick A B C D
If a load requires precise positioning what should you do Drop the load from a height Kick the load into the desired position Place load down and slide into desired position Use 2 men
Tick A B C D