We may revise these Terms and Conditions at any time by amending this page. You are expected to check this page from time to time to take notice of any changes we make, as they are binding on you.
RELX Group and the RE symbol are trademarks of RELX Intellectual Properties SA, used under license.
Use of the website
The information and services available on the website are provided for the sole purpose of individuals looking for employment opportunities and career information ("job-seekers") and their agents, representatives and employment agencies seeking to recruit staff ("recruiters"). You may use, print and download information from the website for these purposes only and for no other personal or commercial purpose. You may not otherwise copy, display, transmit or distribute any material from the website.
All copyright, database rights and other intellectual property rights in the website and the material available on the website belongs to Mendeley or its affiliates or third party suppliers. Use of the website does not give you any proprietary rights in such materials.
These Terms and Conditions shall be interpreted in accordance with English law and all disputes shall be decided by the English courts.
Employment Agencies and Employment Business Regulations 2003
Job-seekers and recruiters need to be aware that Mendeley Careers operates as a venue only job board and does not introduce or supply job-seekers to recruiters (or vice versa). This means that we do not:
- obtain sufficient information for potential recruiters to select a suitable job-seeker for the position which the recruiter seeks to fill;
- obtain confirmation of the identity of a job-seeker or that they have the experience, training, qualifications or authorisation to work in the position to be filled or that they wish to undertake the role to be filled;
- take any steps to ensure the job-seeker and recruiter are each aware of any requirement imposed by law or otherwise which must be satisfied by either of them to permit the job-seeker to fulfil the position to be filled;
- take any steps to ensure that it would not be detrimental to the interests of the job-seeker or the recruiter for the job-seeker to fulfil the position to be fulfilled;
- give any indication to recruiters whether job-seekers are unsuitable (or suitable) for any position to be filled in any circumstances;
- check information about each specific position to which the advertisement relates or whether the recruiter has authority to advertise the specific position;
- propose job-seekers to recruiters or provide any information about them;
- take up any references in relation to a job-seeker; or
- make any arrangements for accommodation of job-seekers.
The Conduct of Employment Agencies and Employment Business Regulations 2003 (the "Regulations") seek to ensure that job-seekers are only proposed by employment agencies for roles for which they are properly qualified and that recruiters are only offered job-seekers who have the appropriate levels of experience, training, qualifications and authorisation for the position to be filled. Since we are only a venue and do not propose or introduce job-seekers to recruiters or vice versa, it is recommended that, if you are a job-seeker you undertake the steps set out in the Regulations to ensure your suitability for the role advertised or, if you are a recruiter, to ensure a job-seeker’s suitability for the role.
These could include:
- If you are a job-seeker, checking the identity and legitimacy of the recruiter and the nature of its business, the commencement date and duration of the position, the position to be filled including type of work, location, hours and risks to health and safety, experience, training, qualifications and authorisation which the recruiter considers necessary or are required by law or otherwise to undertake the position, whether any expenses are payable by you as a job-seeker or whether there are any requirements imposed by law or otherwise for you to satisfy before taking up a position.
- If you are a recruiter, checking the identity of the job-seeker and that the job-seeker has the experience, training, qualifications and authorisation required by law or otherwise for the position and whether there are any requirements imposed by law or otherwise for you, as the recruiter, to meet to enable a job-seeker to take up a position.
In addition, where professional qualifications are required or where job-seekers are to work with vulnerable persons or children, you should obtain copies of the relevant qualifications or authorisation, obtain at least two references from people who are not relatives of the job-seeker and undertake a criminal records bureau check of the job-seeker. For more details of how to undertake a criminal records bureau check, please click here.
Any searching or screening tools provided by us for use in your assessment of the suitability or otherwise of any particular candidate or advertised vacancy are to assist you in taking these steps but are not intended as a substitute.
CVs and job advertisements
CVs submitted and job advertisements contained on this website are provided by job-seekers and by recruiters are not reviewed by us. We accept no responsibility or liability for the contents of CVs or advertisements and expect job-seekers and recruiters to carry out such verification procedures as are customary and prudent in the circumstances.
Services and information provided
Services and information provided on the website by us and our third party suppliers are intended to assist in the job seeking or recruitment process. Neither we nor our third party suppliers can guarantee their suitability or prospects of success in any particular case. You should obtain independent verification before relying on information provided on the website in circumstances which may result in loss or damage.
Job advertising; Website rules
We have rules (“Rules”) regarding the content and format of jobs posted on this website. Their purpose is to ensure that users who search the website get results which are presented as clearly and informatively as possible. You agree that we may, at our discretion and without liability to you, remove from this website any advertisement which is posted in breach of these Rules. The Rules may change from time to time and you are advised to refer to them regularly.
The Rules are:
- No duplicating of jobs at the expense of other agencies’ jobs.
- No gratuitous use of keywords in job descriptions or job titles. Gratuitous means deliberately inserting words, strings of words, or repeating job titles, with the intention of influencing position in the results listing or increasing the number of page views.
- Job advertisements placed on this website must be for genuine vacancies only, and not for other products or services, either relating to or unrelated to recruitment including, but not limited to, affiliate schemes, pyramid selling schemes or any other so called 'business opportunity'.
- URLs, phone numbers or email links (live or text only) are not permitted in the body copy of the job description page. All contact details must be positioned behind an ‘apply now’ button, so that response can be accurately tracked. Note, only one method of response is available from the ‘apply now’ function.
- Each job advert must be for one job type only. Multiple job types must have their own separate job advert. The only exception is where there is more than one position available for that job type.
- Where possible a job should be listed for the town that will be the base of that specific job. Listing multiple locations in order to affect listing results should not be carried out.
Advertisements which appear to discriminate on grounds of sex, race, disability, age, sexual orientation, gender reassignment or any other protected characteristic are unlawful and may result in proceedings being taken against both the advertiser and the publisher. Advertisements are accepted by this website on the basis that the advertiser confirms that any requirement or qualification which may appear unlawfully to discriminate is in compliance with any exemption available under the relevant legislation including but not limited to the Equality Act 2010. Notwithstanding this confirmation, if we nonetheless believe that an advertisement may be discriminatory we may at our discretion either amend the advertisement or remove it from our website without liability to you and will inform you accordingly.
Responses to advertisements
As a recruiter you agree to deal fairly and professionally with individuals who may respond to an advertisement you have posted and not do anything which may bring this website into disrepute. You will indemnify us from and against any claim brought by an individual against this website arising from your breach of this obligation or any other of these Terms and Conditions.
We do not guarantee any response to your advertisement or that responses will be from individuals suitable for the job advertised. It is your responsibility to carry out such checks and procedures as are necessary to ensure that candidates are suitable for the job advertised and have the required qualifications and personal characteristics.
It is the responsibility of a recruiter to ensure that you have the appropriate equipment and are connected to the appropriate services to enable you to post jobs to this website.
Content and links
If an advertisement links to another website via our external apply online option, the recruiter is responsible for maintaining the links and for the content of the advertisement and the linked site. We may remove from this website any advertisement which contains content or links to a website which, in our opinion, is defamatory, illegal or objectionable or will bring this website into disrepute.
You will indemnify us from and against any claims or liability arising from content or links contained in your advertisements.
Third party websites
Vacancies you post on this website may also appear on third party recruitment websites pursuant to agreements from time to time between this website and the proprietors of such websites.
As a recruiter you are responsible for complying with all applicable laws, rules and regulations relating to data protection and privacy, including the General Data Protection Regulation (2016/679), in connection with your collecting and otherwise processing any personal data of a job seeker.
For complaints about the use of our website or content posted to our website, please contact us at https://service.elsevier.com/app/contact/supporthub/mendeley/.
We request that you provide a sufficiently detailed description of the basis of your complaint and your contact information in case additional information is necessary. We will then review your complaint and decide whether there has been a failure to comply with our Terms and Conditions. We will inform you of the outcome of our review within a reasonable time of receiving your complaint.
If we receive a complaint from someone else about something that you have posted or uploaded, we will investigate the complaint carefully, following the procedures determined above. Similarly, if we ourselves consider that you have not complied with these Terms and Conditions, we will investigate. In either case, if we determine, in our sole discretion and judgment that you have failed to comply with these Terms and Conditions we reserve the right at any time to take all or any of the following actions (and any other action we reasonably deem appropriate):
- temporary or permanent withdrawal of your right to use our website and/or closure of your account;
- temporary or permanent removal of any material submitted by you to our website;
- issue of a warning to you;
- legal action against you including proceedings for reimbursement of all costs on an indemnity basis (including, but not limited to, reasonable administrative and legal costs) resulting from the breach;
- disclosure of such information to law enforcement authorities or to a third party complainant as we reasonably feel is necessary or required (and in exceptional circumstances and only where we consider a complaint is justified, this may include disclosure of your identity to the complainant);
- use any technological, legal, operational or other means available to us to enforce the provisions of these Terms and Conditions.
Last updated: 15 January 2019