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Robust recruitment policy

Man with nurse

Our robust Recruitment and Selection screening process selects only the highest-calibre, experienced, skilled and committed candidates as suitable for progression.

As part of our recruitment process, all candidates undertake an initial telephone screening process, followed by a written competency based assessment in line with the Quality Assessment Framework (QAF). Following the successful completion of this and that of our generic selection criterion, the applicant will be offered the opportunity to continue their registration and will undertake a face-to-face interview with one of our healthcare/social care consultants. Candidates are required to have at least six months of recent health or social care experience and a minimum of two references are required. One of these must be from a present or most recent employer. In some health or social care areas a full employment history is required, for which we endeavour to source all references wherever possible.

Swiis Health & Social Care has a three-year no gaps reference policy. Any gaps must be accounted for and candidates will undergo the following checks prior to being offered any employment:

  • Enhanced DBS Check
  • Occupational health screening (nursing staff)
  • Clinical nurse assessment (qualified and non-qualified healthcare staff)
  • Mandatory annual training.

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