Recruitment and selection within health

1.1 Explain the impact on selection and recruitment processes, in own setting, of:
A) Legislative requirements
B) Regulatory requirements
C) Professional Codes
D) Agreed ways of working

As the manager it important to consider equal opportunities when offering employment, pay, or promotion without discrimination as to sex, race, colour, disability, etc. This can have an impact on the recruitment process because I must take into consideration that the needs of my service users. For example some of my service users have communication needs which requires my staff to be fluent in spoken English.

Should the service user feel they are not being understood this could lead to them becoming very confused or frustrated and may even result in them exhibiting challenging behaviours. During the recruitment process I have to ensure that all staff pass a verity of checks such as DBS and ISA. This process is in place to ensure the person is suitable to work with our vulnerable service user group and more importantly to ensure everyone is safety and protection.

As the manager I also have to ensure I comply with the CQC requirement which are:

Enhance DBS

ISA check
2 references one of which should be the last employer
Full work history from leaving full time education
Eligible to work in the UK
At Auckland house we have a set shift pattern which all staff are expected to work and is subject to change with 24 prior hour notice. This may have an impact on the requirement process as the candidate may not be prepared to work the proposed patterned in which case this would have an influence on the decision I make at the recruitment stage.

1.2 Explain circumstances when it is necessary to seek specialist expertise in relation to recruitment and selection At Auckland house we do have a couple of older service users who at the moment are reasonability independent. Should one of them become less independent and require more specialist treatment and it’s deemed in the best interest for the service user to remain in our care we may have to look into employing a specialist nurse to help support the individual. During this recruitment process we would possibly invite someone with nursing experience to sit on the interviewing panel to help with the interview.

1.3 Analyse how serious case reviews and inquires have contributed to the establishment of polices and procedures within recruitment which safeguard vulnerable adults, children and young people. The ISA has been set up in light of the Soham murders of 2002 and the subsequent Bichard Inquiry which declared the need for the registration of all individuals working with children or vulnerable adults. This was introduced because an individual who was banned from working with children in Scotland was then cleared to work with them in England. That same individual went onto to murder two school children, had this been in place at the time he would have been unable to get the job at the school which the children were from.

4.1 Evaluate the recruitment process and selection methods and criteria used in your own setting. As the manager of Auckland House I feel our recruitment process works well for our service ensuring we have the most suitable candidate for the job. Initially we advertise online as we have tried advertising in the local shops but this has been unsuccessful. We then work through the possible candidates C.V’s taking into consideration their experiences and qualifications. This enables us to interview potential candidates who we feel could bring their skills and expertise to the team. When possible I encourage services users and senior staff members to become involved as their opinions are important and also gives them empowerment. We have standard questions we ask the candidates and evaluate their responses, when necessary we arrange for a second interview. We also take in consideration the needs of our service users.

4.2 Recommend changes for improvement to recruitment and selection processes in own setting. As the manager of Auckland house I feel a higher basic rate of pay would help encourage more experienced and skilled candidate to apply for a position within our company. The current rate of pay is only just above the minimum wage with can deter potential staff from applying for the job. Generally I am reluctant to advertise the pay in the initial advert as I have found in the past this reduces the amount of interest. If we were more competitively paid I believe we would have more experienced and qualified staff within our team.

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