RECRUITMENT AND SELECTION POLICY

Aim -

The aim of this policy is to assist management in correctly determining an applicant’s suitability for registration by the Agency and inclusion to its Register.

 

Objective -

To ensure that Agency management adopt and implement systemized routines for the recruitment and selection of contractors that exceeds those prescribed by the CSCI in their registration criteria for Nursing Agencies.

 

Outcome -

To provide contractors who are adequately skilled, and can demonstrate experience in their chosen area of work, so as to satisfy the requirements of the Agency’s customers. To promote market leadership by demonstrating a sustained commitment to maintaining a qualitative approach to selection, recruitment and retention of contractors to the Agency register.

 

Protocol -

Whether applicants wishing to join the Agency register are attributed to personal introductions, (made by colleagues who are already registered) or to any of the other Agency marketing activities- the personnel screening and evaluation procedure is the same. The process of application generally commences at the point of telephone enquiry from the individual. Potential registrants will be declined at this stage if they state that they have less than six months experience in their chosen field of work. In some circumstances where an applicant shows potential, through life skills gained, the Agency will consider their application favorably.

 

All applicants must provide two credible referees i.e. line managers or other senior colleagues who can attest to their ability, skill base and work ethic that are current or within the past two years. References are considered as part of the interview and selection process.

 

Eligibility to work is also evidenced, which must be current and valid. All applicants who possess a work permit will not be considered.

 

Each applicant is required to provide a current C.V.

 

Four passport photographs are required.

 

Applicants must provide certified evidence that they have attended mandatory training courses in Moving and Handling, Health and Safety, Fire Safety Awareness, COSHH, RIDDOR and Food Safety, during the year preceding the application date. Applicants who cannot provide the necessary certification may be considered for registration with the Agency providing they give undertakings to attend the required training courses offered by the agency, as part of its 3 days Induction process. Work assignments will not be offered until all certifications have been evidenced.

 

Further evidence of additional training undertaken which is relevant to specified work assignments should be produced.

 

It is desirable that all applicants provide evidence of their Immunology status to include inoculation against Hepatitis B, TB and Varicella.

 

Two forms of identification - passport, driving licence, and birth or marriage certificate must be evidenced.

 

Two forms of evidence of UK address – utility bill, bank statement.

 

Bank/ Building society account details are also required.

 

P45/46 declaration and acceptance of Working Time Directive Opt out statement is also expected.

 

Each applicant will be expected to provide evidence of their experience/knowledge during interview by answering a series of questions related to the area of work chosen and by completing a written examination based on declared ability. Comments and recommendations are made as a result of this process. Each applicant will, in consultation with the interviewer, complete a skill matrix.

 

Nurses wishing to assist persons suffering from Mental Health or Physical Disability are expected to have an underpinning knowledge of these conditions.

 

Nurses wishing to work with persons experiencing Learning Difficulties are requested to demonstrate a full understanding of this condition and its effect on daily living activities.

 

All applicants will be required to undergo Enhanced Disclosure via the Criminal Records Bureau as part of their application. On completion and submission of a disclosure application form to the CRB, the Agency will apply for a POVA First check via the Internet two days later. Work assignments will not be offered until receipt of this. All disclosure information obtained will be kept within a separate confidential file in accordance with the Policy on Record Keeping and in line with CSCI guidelines and regulation.

 

The Care Manager will conduct the interviews or Supervisors nominated. Once suitability has been determined direction will be given as to the areas in which the applicant can be offered work.

 

All records of enquiry, selection and outcome are kept securely filed within a locked filing cabinet for a period of at least seven years. Failed or dormant application records are also kept accordingly.

 

Successful applicants are designated a clearly identified personnel file, which is colour, coded, and which is kept securely within a locked filing cabinet.

 

All original documentation brought by the applicant will be photocopied for information to be kept on file.