Our Standard Recruitment Process

Essential to the verification of identity process. In addition, we assess the competence in understanding and using both written and spoken English. 

We check at least three years (five years for those who intend to work with children) of previous employment and/or two separate employers, one of which is from the potential candidate's current or most recent employment. 

With all gaps in  employment explained and evidenced.

This confirms the potential candidate has the legal right to work in the UK.

To evidence the knowledge of the sector. The competency-based questions cover safeguarding, whistle-blowing, COSHH, team-working, the role of the CQC, fire safety and record keeping. Nurse's interviews are more in depth and include scenarios which cover administration of medication, risk assessments and professional negligence in addition to our standard questions. 

With all certificates dated within the last twelve months. If not we provide up to date training and any additional training required by our customers. Staff are not supplied to our customers until all mandatory training is current.

This is checked with the NMC register and the renewal date is recorded to ensure ongoing annual compliance. 

We ensure that an original, current copy is held for all nurses. 

Copies of original documentation evidencing the candidate's Identity. 

Including clearances against the Children and/or Adults Barred Lists. Once staff have been signed off as compliant, they attend Induction Training which details, in full, how we will work together. Crucial to this is the issue of our Staff Handbook which, over its 30 pages, outlines our policies and how we work.