An ad on a job listings website placed by Wilde Recruitment Ltd, seen on 4 September 2017. The ad stated, "Systems Engineer up to £500 / day | Derby | Contract/Interim ... Systems Engineer - Requirements Management - 6 month contract - to £500.00 / day - Derby".
The complainant, who did not believe the vacancy was genuine, challenged whether the ad was misleading.
Wilde Recruitment Ltd, in support of the job listing, provided: a copy of the job requisition from their intermediary client, on whose behalf they were recruiting, detailing the job title, salary, location of work, job description and candidate requirements; a copy of the job description from the end client, to whom the successful candidate would be seconded; two emails sent to the respective candidates inviting them to attend an interview, one of whom was successful and was offered the role, and the other, who was unsuccessful. Wilde Recruitment also provided a copy of confirmation that the vacancy had been filled by the successful candidate.
The ASA considered that the consumers would expect the ad to be a genuine job listing for a vacancy that would lead to employment if their application was successful. We noted that the documentary evidence provided by Wilde Recruitment demonstrated that candidates had been invited for interview during the application process, that the role had subsequently been filled by the successful applicant, and that therefore the role was genuine. For that reason, we concluded that the ad was not misleading.
We investigated the ad under CAP Code (Edition 12) rules
Marketing communications must not materially mislead or be likely to do so.
Before distributing or submitting a marketing communication for publication, marketers must hold documentary evidence to prove claims that consumers are likely to regard as objective and that are capable of objective substantiation. The ASA may regard claims as misleading in the absence of adequate substantiation.
Employment marketing communications must relate to genuine vacancies and potential employees must not be asked to pay for information.
Living and working conditions must not be misrepresented. Quoted earnings must be precise; if one has to be made, a forecast must not be unrepresentative. If income is earned from a basic salary and commission, commission only or in some other way, that must be made clear. (Employment, homework schemes and business opportunities), but did not find it in breach.
No further action required.