Recruitment and Selection in Health and Social Care Domiciliary Care Settings

Recruitment and selection within
health and social care domiciliary care
settings

Table of Contents
Recruitment and selection within health and social care domiciliary care settings.........................1
INTRODUCTION...........................................................................................................................3
1.1 Impact of selection and recruitment process.........................................................................3
1.2 Circumstances when it is necessary to seek specialist expertise in relation to recruitment
and selection................................................................................................................................4
1.3 How serious case reviews and inquiries have contributed to the establishment of
policies and procedures within recruitment which safeguard vulnerable adults, children and
young people................................................................................................................................5
4.1 Evaluation of recruitment and selection methods and criteria used in own setting...............6
4.2 Recommendation...................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Domiciliary care refers to health and care services which are provided to patients at their
home. Domiciliary care this is why increases responsibility of the organisation and this is why
they are required to improve quality and cautious while recruitment and selection. This report
will discuss about recruitment and selection in relation with Everycare. This is UK based home
care and assistance provider. They provide all type of home care service and this report will
discuss about their recruitment and selection procedure and its effectiveness. How and what can
make their recruitment and selection procedure to improve with expert has also been discussed in
this report. Later recommendation to improve recruitment and selection also been discussed in
this report.
1.1 Impact of selection and recruitment process
Legislative Requirements
Some of the legal requirements required to follow during recruitment and selection are
Equality Act, 2010. As per this act while recruitment and selection one cannot discriminate on
the basis of ethnicity, age and gender. This act protects individuals while recruitment and
selection from direct discrimination and indirect discrimination. In this direct discrimination
refers to less favourable treatment because of their protected characteristic. On the other hand
indirect discrimination involves that rules, policy and conditions are for everyone but for
individuals with protected characteristics these are more disadvantageous. This act also saves
from some other types of discrimination such as perception discrimination, victimization and
harassment.
Rehabilitation of offenders Act, 1974 this enables some criminal convictions to be ignored after
a rehabilitation period (Read and Fenge, 2019). In this people do not have lifelong blot on their
records because of their relative minor mistakes and they are not judged on the basis of small
offences. In domiciliary care competency of the candidate to work at the home of patient should
be analysed.
Fixed Term Employees (prevention of less favourable treatment) Regulations, 2002 is
another legislative requirement required to be followed while recruitment and selection. As per

this act fixed term employees should not be treated less favourably compared to permanent
employees because they are fixed term.
Everycare as an organisation in UK is also required to follow legislative requirement for
eligibility to work in UK (Umubyeyi and et.al 2016). The Immigration, Asylum and Nationality
Act 2006, provides all the legislative guidelines for this and aim of this is to prevent illegal
migrant working in UK and failure to comply with this legislation may create civil liability
for Everycare.
The Safeguarding Vulnerable Groups Act 2006 is another act which is required to be
complied by Everycare. This act prevent and safeguard interest of children and vulnerable adult
by ensuring that any person named in the list of central data base for offenders is barred in
respect of people working and applying to work with children and vulnerable adult.
Regulatory Requirements
Everycare requires following some of the regulatory requirements which are application
from identifying and checking complete employment history. This means that every aspect of
employment history is checked before hiring individual for domiciliary care setting.
Complete health questionnaire is another regulatory requirement for recruitment and selection in
domiciliary care. This is an important regulatory requirement before hiring and selecting
individual for providing domiciliary care because this ensures that individual is fit for the job
from health aspect.
Reference check, many times individual provide reference while applying for job in
Everycare and this is another regulatory requirement that these references are checked (Gray and
Vawda, 2017). Reference check is done to ensure authenticity of the references provided by the
applicant.
Criminal check is also undertaken before selecting for domiciliary care by Everycare to
ensure that person does not have any type of criminal record. Also ensure that in case individual
has a criminal record in that case whether individual is fit for the job or not.
Professional Codes