Health and Social Care Recruitment Process: A Detailed Report

This report delves into the intricacies of recruiting individuals for the health and social care sector. It begins by identifying and describing crucial factors that must be considered when planning recruitment strategies, such as the organization's objectives, workforce availability, and financial implications related to training. The report then explores the impact of legislative and policy frameworks, including acts like the Employment Rights Act 1996, the Equality Act 2010, and the Race Relations Act 2000, on the recruitment, selection, and employment processes within the UK. Furthermore, the report examines different approaches used to select the most suitable candidates, such as evaluating applications and conducting interviews, as well as the use of assessment centers to simulate job roles. In conclusion, the report provides a comprehensive overview of the recruitment landscape within health and social care, highlighting the various processes, factors, and legal considerations that influence the selection of employees.

Health and Social care

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1 Understand the process for recruiting individuals to work in health and social care. ............3
1.1 Factors that needs to be considered while planing to recruit individuals for working in
health and social care..................................................................................................................3
1.2 Impact of legislative and policy frameworks of the country on selection recruitment and
employment of individuals..........................................................................................................4
1.3 Different approaches used for the selection of the best individuals......................................4
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Health and social care consist of careers within various medical treatment such as nurses,
doctors and healthcare science jobs. It includes jobs within different health professions such as
dentistry and other related roles. The social care consist of careers working with young people,
children, adults, old people and families. This report will identify and describe various factors
which needs to be considered while planning recruitment of people to work in health and social
care along with the factors influencing this recruitment process. Furthermore, the report will
determine the different approaches that can be used in order to ensure the selection of the best
individuals for working within the health and social care.
LO1 Understand the process for recruiting individuals to work in health and
social care.
1.1 Factors that needs to be considered while planing to recruit individuals for working in health
and social care.
The organisations that offers the Health and social care services to people needs to ensure
that they have an effective and strong workforce with special skills or knowledge about health
and social care services. While planning the recruitment of individuals the organisation needs to
identify the current trend, laws and regulation that they need to follow while recruiting new
employees(Burrow and et.al,2016).
There are various factors which are important in the recruitment process of individuals
within health and social care. These factors are as described below -
 The most important factor that needs to considered is the overall objective or aim of the
selection process with a specific concentration on what the company or firm hats to
obtain. For example – conduct a recruitment in order to replace an existing employee due
to career advancement or retirement.
 The organisation should also focus on considering the availability of workers or human
resources for fulfilling the job requirements(Baldwin,2016).
 The another factor is the financial implications with regards to training the workers or
individuals for a required level of Dutchwomen or development.

1.2 Impact of legislative and policy frameworks of the country on selection recruitment and
employment of individuals.
There are various numbers of legal acts and policies that affect the recruitment and
selection process in health and social care services within the UK(Dickinson and O'Flynn,2016).
These policies and act consist the Employment right act 1996, The Race relation act 2000 and
the Equality act 2010.
 The Employment act 1996 – This an important act which covers major elements of
employment relations which includes specifications of employment, study or training,
leaves and termination.
 The Equality act 2010 – This is a legislative act which legally protect people form getting
discriminated on the basis of age, sex, religion or sexuality at the workplace or in a
society. It was design to replace the earlier imposed anti-discrimination acts or laws.
 The Race Relation act 2000 – This act states that their should not be any racism or
discrimination on the basis on the origin or race of an employee(Moss,2017).
All these acts and policies are developed or designed in order to minimise any discrimination of
workers on the basis of sexual orientation, gender, disability, race, beliefs and religion in the
recruitment, selection and employment process. Along with the government acts the
organisations in health and social care also have their own policies to control or manage the
recruitment process for selecting individuals.
1.3 Different approaches used for the selection of the best individuals
The recruitment process generally precede the submission of an application form along
with the CV of the candidate. The manager of the candidate then assess this application and
select the individuals which have required skills and knowledge as well as the level of training
needed for a specific job or post(Aveyard,2014). The selected candidates are then invited for an
interview conducted by a HR manager or selection panel or board. The interview process
includes number of question asked to the candidates and are graded according to their ability to
answer those questions. The highest graded or scorer is offered the job. This is an effective
method but also consume a lot of time. This is a time consuming and lengthy process of
recruitment.

The another method or approach of recruitment is the assessment centre, in this method a
various number of activities or exercises are used to imitate a particular job role which is
available(Glasby and Dickinson,2014).
CONCLUSION
This report includes various processes used by health and social care organisation to
recruit the best individuals such as interviews, assessment centre etc. The report also identified
various factors affecting recruitment process such as current trends and legislations.
Furthermore, the report also determine various laws and act of government with regards to the
health and social care services offered by various organisations.

REFERENCES
Books and Journals
Baldwin, M., 2016.Social work, critical reflection and the learning organization. Routledge.
Aveyard, H., 2014.Doing a literature review in health and social care: A practical guide.
McGraw-Hill Education (UK).
Dickinson, H. and O'Flynn, J., 2016.Evaluating Outcomes in Health and Social Care 2e. Policy
Press.
Glasby, J. and Dickinson, H., 2014.Partnership working in health and social care: what is
integrated care and how can we deliver it?. Policy Press.
Moss, B., 2017.Communication skills in health and social care. Sage.
Burrow, S., Mairs, H., Pusey, H., Bradshaw, T. and Keady, J., 2016. Continuing professional
education: Motivations and experiences of health and social care professional’s part-time
study in higher education. A qualitative literature review. International journal of nursing
studies, 63, pp.139-145.