Practice managers overseeing GP practices aiming to join the ethical recruiters list for international recruitment need to understand the intricacies of the application process, all of which is paramount for fostering transparency and compliance in healthcare staffing. Let’s break it down
CREDIT: This is an edited version of an article that originally appeared on NHS Employers
Online commitment
The first step is an online application form that confirms:
commitment to fully adhere to and comply with Employment Agencies Act 1973 and associated conduct regulations
business practices
a declaration of all associated business activities and references relating to the recruitment of health and social care professionals
permission for the Employment Agencies Standard (EAS) Inspectorate to share details with Department of Health and Social Care (DHSC) and NHS Employers of any inspection and remedial action taken.
Knowledge test
After submitting the online application form, applicants will need to complete a knowledge test. This will consist of 15 questions, requiring a pass rate of 13 out of 15 correct answers. This will confirm that applicants have read and understood the code of practice and how it is applied in different settings.
Organisations have three attempts at the knowledge test. If an organisation does not pass the third attempt, it must wait three months before it can re-apply and must show that it has changed its business practice to be placed on or back on the list.
Inspectorate interaction
NHS Employers will contact the EAS Inspectorate to share details with DHSC and NHS Employers of any inspection and remedial action taken.
If, after contact with EAS Inspectorate, assessment of the application, knowledge test, and resolution of any queries, an organisation is not successful in being placed on the Ethical Recruiters List, they will be advised of the reason in writing via email.
NHS Employers aims to process applications within 10 working days of receiving information from EAS Inspectorate.
Outcome notification
Once NHS Employers has reviewed an application and received satisfactory information from the EAS Inspectorate, a letter will be sent via email to inform the applying organisation of the outcome of the application.
NHS Employers does not support organisations, agencies or collaborations on the ERL with obtaining business or providing recruitment advice.
The organisation responsible for processing applications and monitoring the Ethical Recruiters List reserves the right to introduce a fee for recruitment organisations, agencies, or collaborations to be on the Ethical Recruiters List for the Code of Practice at a future point in time.
Monitoring the ethical recruiter’s list
Here’s how recruitment organisations are monitored once on the list:
Annual reviews
Annually, DHSC reviews the code of practice. NHS Employers contact recruitment organisations, agencies, and collaborations to renew their commitment. Failure to respond within the specified period leads to removal, requiring a three-month wait for reapplication.
Spot checks
NHS Employers conduct spot checks, randomly selecting organisations or those on regular monitoring lists. Checks include verifying information on Companies House, ensuring the organisation’s website aligns with the code, and evaluating social media presence.
Removal from the ethical recruiter’s list
Organisations removed can appeal in writing within 10 working days. The appeal process is outlined in Annex C of the code of practice.
Action by appeals panel
An appeals panel, comprising NHS Employers and stakeholder representatives, considers the appeal. They review evidence, investigate the process, and decide within six weeks. The panel informs the organisation in writing.
Logo usage
Recruitment organisations, even on the list, can’t use the NHS Employers logo on materials as approval isn’t to endorse them as suppliers. Being on the list also doesn’t imply preferred supplier status or guarantee engagement by health or social care organisations.
By mastering the application process, understanding monitoring mechanisms, and ensuring adherence to compliance standards, practice managers will foster ethical recruitment and cultivate a transparent and accountable healthcare staffing environment.
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