Recruitment and selection within health Essay

1.1 Explain the meeting on selection and enlisting processes, in own setting, ofA) Legislative requirementsB) Regulatory requirementsC) Professional CodesD) Agreed ship canal of lockingAs the manager it important to consider equal opportunities when offering employment, right, or promotion without discrimination as to sex, race, colour, disability, etc. This can turn in an impact on the recruitment process because I must impress into consideration that the needs of my service users. For example some of my service users prevail communication needs which requires my staff to be fluent in communicate English. Should the service user feel they be non being understood this could lead to them becoming very confused or frustrated and may even result in them exhibiting ch solelyenging behaviours. During the recruitment process I concord to ensure that all staff pass a candor of checks such as DBS and ISA. This process is in place to ensure the someone is suitable to represe nt with our vulnerable service user group and more than importantly to ensure everyone is safety and protection. As the manager I in any case take for to ensure I comply with the CQC requirement which are get up DBSISA check2 references one of which should be the last employerFull work history from leaving full time educationEligible to work in the UKAt Auckland nominate we have a set pouch pattern which all staff are expected to work and is showcase 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 specializer expertness in relation to recruitment and selection At Auckland house we do have a couple of older service users who at the moment are reasonabilityindependent. Should one of them commence less independent and require mo re specialist treatment and its 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 perhaps invite someone with nursing experience to sit on the interviewing add-in to help with the interview.1.3 Analyse how serious case reviews and inquires have contributed to the establishment of polices and procedures at bottom recruitment which safeguard vulnerable adults, children and young people. The ISA has been set up in light of the Soham absents 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 ha ve been unable to get the job at the school which the children were from.4.1 prise 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. ab initio we advertise online as we have tried advertising in the topical anaesthetic shops but this has been unsuccessful. We then work through the possible candidates C.Vs taking into consideration their experiences and qualifications. This enables us to interview possible 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 as well gives them empowerment. We have ideal 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 proceeds to recruitment and selection processes in own setting. As the manager of Auckland house I feel a higher basic rate of reach would help encourage more experienced and skilled candidate to expend for a position within our company. The current rate of pay is but justabove 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 represent 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.