Other considerations for safer recruitment

We would welcome additional feedback, suggestions, case studies and scenario descriptions. Please email hub@careinspectorate.com

In this section:

Agency Staff

Key Elements

An employment agency should adopt the principles of safer recruitment as outlined in this document. It is their responsibility as an employer to carry out recruitment checks to ensure that individuals are, as far as possible, suitable to be in the relevant workforce.

Responsibility for ensuring that people who use a care service are safe and protected lies with the care service who should seek formal assurances from any employment agency that individuals have been recruited robustly.

Links to further guidance and practice examples

SSSC Employer referral form and guidance

HCPC employer referral guidance:

NMC employer referral guidance

GTCS referral guidance

Practice example Expectations of employment checks

 

Further Considerations

Nurse agencies are registered with the Care Inspectorate and are expected to adhere to the SSSC Codes of Practice for social care employers. Social care recruitment agencies are not currently registerable.

Build your expectations of safer recruitment practices into your contract with any agency providing you with staff.

A check list which the agency is required to complete for each member of staff deployed to your service may assist to offer you some extra assurance that the agency is fulfilling its duties to you.

Any observed or alleged fitness to practise issues should be reported by the service provider to the employment agency and to the employee’s relevant registering body. 

 

Case Scenarios

Agency staff case scenario

 

 

Reasonable Adjustments for Disabled Applicants

Key Elements

An employer should ask whether an applicant needs any reasonable adjustments (sometimes referred to as access requirements) for any part of the recruitment process.

Further, if an applicant has indicated a disability on their application form, or the employer becomes aware of it, or the applicant asks for reasonable adjustments to be made, the employer must consider making adjustments to assist the applicant to apply for the post advertised and attend for interview or assessment centre if selected.

 

Links to further guidance and practice examples

Access to Work

Further Considerations

In many cases, reasonable adjustments are relatively simple for an employer to make. Examples of reasonable adjustments may involve:

  • an applicant with a hearing impairment needing to clearly see the interviewer so they can lip read
  • an applicant with limited mobility needing to know the accessible routes to the interview rooms in the employer’s building
  • an applicant with dyslexia needing some additional reading time to familiarise themselves with materials used in an assessment centre.

If you employ a candidate with a disability, support may be available through Access to Work to make reasonable adjustments in the workplace.

 

 
Case Scenarios

 

Working Without Checks or Disclosure/PVG

Key Elements

It is a requirement to have people undertaking regulated work PVG checked and the Care Inspectorate expects full vetting and checks to be in place before an individual starts work. However, in exceptional circumstances, if in the difficult position of needing more people to work in order to maintain service levels and ensure the safety and well-being of people who are using the service, you will need to consider the various risks associated with employing someone without knowledge of appropriate checks.  

 

Links to further guidance and practice examples

Protecting Vulnerable Groups – Guidance for Care Inspectorate staff and service providers

 

Further Considerations

Consider how best to employ an unchecked person in the safest capacity.  They should not be alone with people who use services or provide intimate care.  You may need to reconfigure a rota or enlist the support of your existing staff in order for this to work.

You should always discuss these exceptional situations with your care inspector.

 

 
Case Scenarios

 

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