How to recruit EU Care assistants in your organization
Recruitment is an essential activity for many care services, especially those that are increasing in capacity. The process of selecting the candidate that best suits a particular job is a critical step for ensuring adequate performance, teamwork, and excellent standards of care service.
As a health employer, there are specific questions you should ask yourself before deciding if recruitment for a replacement would be necessary. In this article, you’ll find out the general procedures followed in the recruitment of Care Assistants.
Care homes are somewhat more complicated concerning staffing. They often will need more auxiliary and support staff than other domestic staff. However, the focal point of recruitment practice will be to ensure a good balance of care staff suitably supported by senior care staff.
In recruiting any staff, you need to be compliant with the current legislation concerning legal rights, confidentiality, equality and discrimination, and the appointment of “fit persons” set out in the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014.
The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 is responsible for the selection of staff in Care services. Registered persons, including registered managers and directors, must meet the applicable person requirements as described in Regulations 4–7.
The UK code promotes high standards of practice in the international recruitment and employment of healthcare professionals.
Employers have to make sure that:
- they have clear, robust staff selection and appointment procedures that afford maximum protection to service users
- the methods of choice do not place a job applicant with a disability at a disadvantage compared to other applicants
- their recruitment and selection policies and procedures are non-discriminatory, reflecting equality and diversity principles, policies and legislation, and professional Codes of Practice
- they comply with the Protection of Freedoms Act 2012 in respect of making and acting on the results of criminal records and barring lists checks
- they treat all job applicants in the same way at every stage of the recruitment process, irrespective of nationality
- They comply with the laws relating to the employment of applicants from abroad, including the European Community and non-European Community countries.
- be genuine and honest in providing information about their backgrounds throughout the recruitment and selection process
- work positively to any professional Code of Practice that applies
- agree to appropriate checks made about health, qualifications, criminal records, the right to work in the UK and any other relevant matters
- provide, as required, the names of suitable referees
- be prepared to provide documentary evidence of qualifications
- abide by an agreement they reach on accepting employment
- give detailed and honest disclosure on all relevant matters.
The Care Quality Commission (CQC) guidance states that to meet the requirements of this regulation, providers will have to operate “robust recruitment procedures, including undertaking any relevant checks.” The process should make sure that employees are honest, trustworthy, and reliable and will show respect to the people for whom they are caring.
The recruitment process of care assistants in your organization should include the following steps:
- Pre-selection Tasks
- Application Tasks
- Screening and Shortlisting
To be ranked as “good,” a care service will need to show that it has efficient recruitment systems; capable of recruiting the right staff to provide effective and prompt care. It should also be noted that registered persons and managers will need to make separate applications to the Care Quality Commission to confirm their appointments within the service.