Aim of the Policy
This policy is intended to set out the values, principles and policies underpinning this company’s approach to recruitment of its staff. All staff involved in the recruitment process must adhere to this policy. Failure to do so could result in disciplinary action.
The aim of the company’s selection procedure is to ensure that the most suitable candidate is chosen for the job and that all applicants receive fair and equitable treatment. Anonymous Care Ltd. will strive to achieve gender balanced interview panels where possible.
The company is committed to providing equal employment opportunities to all job applicants irrespective of race, nationality, sex, union membership or disability.
The company provides employees with an opportunity to indicate their interest in open positions and to advance within the company according to their skills and experience. In general, notices of all regular, full and part-time job openings are posted, although the company reserves its right not to post a particular opening.
To be eligible to apply for a posted job, an employee must be performing competently in their present position and have held it long enough to make a significant contribution.
The company encourages employees to talk with their supervisors about their career plans and supervisors are encouraged to support employees’ efforts to gain experience and advance within the organisation.
An applicant’s supervisor may be contacted for an account of an employee’s performance, skills, and other factors relevant to any application they may make. Any staffing limitations or other circumstances that might affect a prospective transfer may also be discussed.
All applicants are sent an application pack which contains the following; the applicants guide, application form, person specification and availability sheet. Only applications made using the proper form and received by the advertised deadline are considered. CVs have to be attached to the application form.
Applicants are short-listed by comparing their application form with the person specification for the job. All short-listed candidates are offered an interview and given details of the company, the position for which they have applied and the terms and conditions of employment.
Equal Opportunities Policy
The company practices an equal opportunities policy and wishes to recruit and employ those people who are best suited for the vacancies for which they have applied, regardless of sex, sexual orientation, religion, ethnic origin, race, disability or union membership (or lack of it). To monitor the equal opportunities’ policy all applications (and their ultimate selection or rejection) are thoroughly reviewed.
Eleanor Nursing and Social Care Ltd requires all employees and applicants to complete a sex and ethnic origin form. Brief details of every application are recorded on the form and the reason for inviting some and not other applicants for interview are also recorded on it.
Checks and References
All offers of employment are made only after receipt of satisfactory references.
When recruiting new staff, the company refers to the Protection of Vulnerable Adults register and carries out a full police check on the candidates.
The company makes the required checks as follows.
Administrative and Support Staff
Administrative and other staff who are not in regular direct contact with service users are expected to have a CRB Standard disclosure.
Employment of Staff from Overseas
Staff recruited from overseas receive all required checks such as work permits and meet all immigration legislation requirements.
Procedures where CRB Checks are not Available at Time of Starting
In cases where it is proving impossible for newly appointed care staff from the home country or overseas to obtain an enhanced CRB disclosure the company follows the regulations and CQC guidance by:
Job interviews provide an opportunity for the company to get the information it needs about applicants to decide which is most suitable for the position in question. Interviews are not conducted until a completed application form has been received.
Every attempt is made to ensure that interviews are conducted under conditions which are favourable to interviewees giving their best. Interviewers ensure that they have all the appropriate documentation before the start of the interview. The assessments made by interviewers are formally recorded on an interview assessment form. Interviewers do not make offers of employment or suggest variations to standard terms and conditions of employment at the interview.
All appointed applicants will have the following checks undertaken before the post is offered; three written references (2 profressional, 1 character reference) a verbal check on the current employer, utility bill, driving licence/passport/birth certificate, qualification certificates, ISA/POVA or POCA check as appropriate, and any immigration checks required including Trade Desk Verification, via the British Embassy.
All staff are employed in accordance with the codes of conduct of the General Social Care Council. As the registration of the social care workforce is extended, staff for posts for which registration is mandatory will be employed only on production of satisfactory evidence of their current registration.
Offers of Employment
Terms of appointment and employment between the company and its employees are always confirmed in writing. If, due to exceptional circumstances, a verbal statement of terms cannot be avoided it is always stated that it is subject to written confirmation.
Formal offers of employment are made in writing after all short-listed candidates have been interviewed.
Managers receive training in interview methods and are made aware of aspects of employment law relating to discrimination and recruitment.