Professional Documents
Culture Documents
Policy 2 Recruitment Policy
Policy 2 Recruitment Policy
Policy 2 Recruitment Policy
Group is a collec0on of Employment Businesses that provides temporary assignments to nurs-‐
es, doctors, allied health professionals, social workers and healthcare assistants. We have inter-‐
viewers and branches across England and Scotland.
Policy 2
POLICY TITLE:
RECRUITMENT POLICY
POLICY CONTENT:
The Employment Business sources its Temporary Workers through a variety of channels, includ-‐
ing:
• Adver0sing
• Word of mouth
• Referrals
• A24 Group Web Sites
• Road Shows
• Exhibi0ons
• Conferences
• Area Specific Promo0ons
• Job boards
• Google adwords and campaigns
All registraOons must be completed by a trained/qualified interviewer. The interviewer will en-‐
sure that:
• Applica0on Forms are completed fully
• Completed and passed the basic wriLen numeracy test and successfully completed the wriLen
and spoken literacy/English competency test.
• The candidate is interviewed in person (face to face)
• A copy of any exis0ng disclosure is taken if the applicant has registered for the DBS Update
Service or that
• an Enhanced Disclosure via the A24 Group is ini0ated.
• Details are taken for reference
• A latest CV is obtained
• A full 10 year employment history is taken, with an explana0on for any employment gaps.
• All Agency Workers are required to obtain an Enhanced Disclosure inclusive of POVA (Protec-‐
0on of Vulnerable Adults) and POCA (Protec0on of Children Act) checks on an annual basis (12
months).
• People with criminal records applying to join A24Group should be treated according to their
merits and theB special criteria of the post (e.g. Caring for children and vulnerable adults).
• We have a dedicated risk commiLee to inves0gate each case independently.
• Disclosures reflec0ng prior convic0ons or cau0ons are dealt with on an individual basis and no
candidate with a record indica0ng possible risk to either clients or pa0ents are accepted for
work. Addi0onally, ques0ons will be asked as part of the vehng process in order to ensure that
people with such records are not inadvertently placed in vulnerable posi0ons of employment.
• Should an agency worker with prior convic0ons or cau0ons be iden0fied to work with an or-‐
ganisa0on, no0fica0on will be made in accordance to those organisa0ons contractual require-‐
ments.
As an organisa0on using the UK Disclosure services to help assess the suitability of applicants for
posi0ons of trust, A24Group complies fully with the Codes of Prac0ce regarding the correct han-‐
dling, use, storage, reten0on and disposal of Disclosures and Disclosure informa0on. It also com-‐
plies fully with its obliga0ons under the Data Protec0on Act and other relevant legisla0on per-‐
taining to the safe handling, use, storage, reten0on and disposal of Disclosure informa0on and
has this wriLen policy on these maLers, which is available to those who wish to see it on request.
Disclosure informa0on is only passed to those who are authorised to receive it in the course of
their du0es. This includes informa0on passed in electronic form between A24 Group and the DBS’s
electronic clearance system. We maintain a record of all those to whom Disclosures of Disclosure
informa0on has been revealed and we recognise that it is a criminal offence to pass this informa-‐
0on to anyone who is not en0tled to receive it. Access to DBS e-‐result informa0on will be restrict-‐
ed and allowed only to authorised individuals.
Once a recruitment (or other relevant) decision has been made, we do not keep Disclosure infor-‐
ma0on for any longer than is absolutely necessary. This is generally for a period of up to 12
months, or un0l our regulators CQC, The Scohsh Care Commission, NHS framework owner com-‐
panies have inspected us.
If it is considered necessary to keep Disclosure informa0on for longer than 12 months, we will con-‐
sult the disclosure bureaus about this and will give full considera0on to the Data Protec0on Act
and the Human Rights of the individual subject before doing so. Throughout this 0me, the usual
condi0ons regarding safe storage and strictly controlled access will prevail.
Quality Control:
• A face to face interview is conducted by a Recruitment Consultant (Registered Professional)
who will make comments as to the candidate’s suitability
• Experience and qualifica0ons are checked
• All References are checked and validated accordingly
• The details from the Registered Body copy of the disclosure are checked including POVA/POCA
• Employment history gaps are researched and verified
• Each file is finally reviewed by a qualified nurse prior to clearance for work. The nurse will
once again read the references, check the DBS disclosure, verify the health and immunisa0on
informa0on, and check the right to work in the UK document valida0on and mandatory train-‐
ing record prior to clearance.
The Employment Business does not discriminate on the basis of:
• Ethnic origin
• Age
• Disability
• Race
• Religion
• Gender
• Personal sexual preferences
• Temporary Workers, and prospec0ve Temporary Workers, will only be discriminated between on
the basis of their ability to perform their work to the required standards of professionalism, effi-‐
ciency and safety.
• The Employment Businesses administra0ve func0ons will not require informa0on about Tempo-‐
rary workers, prospec0ve Temporary workers or clients that can form the basis for discrimina0on
on the grounds men0oned above. All informa0on of a poten0ally discriminatory nature will only
be sought and kept if it is a legal requirement and if the Employment Business should know
about factors that may affect job placement, such as disability or impairment.
Everything men0oned above is kept permanently in the candidates file with the excep0on of
disclosures which is stored in accordance with DBS, Disclosure Scotland guidelines.
The candidate is involved in the full recruitment process, is kept informed at all 0mes and is
consulted for clarifica0on at all 0mes. If the candidate is rejected as unsuitable the reasons, to-‐
gether with an opportunity to respond, are communicated to the candidate.
Technological capabiliOes:
The Employment Business has developed a very powerful bespoke sonware applica0on that
stores and intelligently manages all informa0on on all candidates. All informa0on is available to
us at all 0mes. The system also generates automated reminders to the candidates when docu-‐
ments, e.g. DBS Disclosure, Manual Handling, etc. are due for renewal. The system has a full
note system which records all the details of the recruitment process and all communica0ons
with the candidate.