Compliance & affiliations
Our compliance teams keep our wheels turning. Within each of our brands, we have a dedicated compliance team who are expert in what they do.
We are incredibly proud of our level of compliance and boast several 100% scores across the business. We expect high standards, so our team are trained extensively to ensure that is what we achieve.
As a people business, our teams are in touch regularly with candidates and clients, building relationships and offering advice and guidance throughout their journey with us.
To further advance our offering, we possess a Cyber Essentials Certification as well as being part of Healthtrust Europe and an REC Member.
Identity checks
Checking a candidate’s identity is the most fundamental of all the pre-employment requirements; it forms the basis of all other checks. We request original identity documents and check their authenticity during a face-to-face meeting. We have invested in an electronic ID document-scanning device to support the manual process. All applicants must provide a combination of documents that show their photo and current address as per NHS Employers standards and the DBS Code of Conduct. In exceptional circumstances, where checks reveal any discrepancies, we have a clear escalation process.
Right to work in the UK checks
Each applicant can expect an equal and evidence-based approach to their work status in the UK. All applicants must provide clear evidence of their right to work in the UK as per The Immigration, Asylum and Nationality Act 2006 and home Office regulations. All documentary evidence is checked and verified, and clear copies are held securely. We must be provided with a combination of documents stipulated by the Home Office. In certain circumstances, we conduct follow-up checks for applicants with time-limited and restricted right to work in the UK.
Employment history and reference checks
Employment and reference checks allow us to gain a better picture of the applicants’ previous employment/training or other activities undertaken before the recruitment process with NISI Staffing. As a minimum, we aim to confirm at least a period of three consecutive years of continuous employment/training prior to the application being made. All references must be received from a business email address or be on headed paper with a company stamp. Our full policy is available on request.
Criminal record checks
Criminal record checks help us to ensure that unsuitable people are prevented from working with vulnerable groups. We carefully consider any criminal history dates, alongside other information gathered for applicants. This ensures fair, safe and effective recruitment practice. In the UK, we obtain the following criminal checks:
Disclosure and Barring Service (England and Wales)
Disclosure and Barring Service (Scotland)
Access NI (Northern Ireland)
We also have provisions for conducting:
Garda Vetting checks (Republic of Ireland)
Australian and New Zealand police checks
For obtaining overseas police checks, we are able to direct applicants accordingly.
We will always assess applicants’ eligibility for a police check and only conduct the criminal records checks to the required level. This is determined during the recruitment process. NISI Staffing has a clear policy on criminal record checks and recruiting ex-offenders.
Professional Registration and qualification checks
As part of our recruitment process, we will verify if the applicants are qualified and competent to perform the role that they applied for. This is carried out through the following checks:
- Clinical interview
- Skills check
- Literacy and Numeracy Competency test
- Evidence of relevant qualifications
- Regulatory body check and HPAN and regulatory body alerts
Work Health Assessments checks
The extent of the health assessment carried out is dependent on the role the applicant has applied for. NISI Staffing has appointed SEQOSH, an accredited occupational health screening provider, to ensure the quality of our process. We understand the importance of health and safety obligations and equality law. We have a duty of care to our applicants and will work with our clients on work health assessments or any reasonable adjustment needed for our workers. We receive updates from Public Health England and refer to the Department of Health Green Book on vaccination requirements.
Work health assessments are carried out prior to placement and on an ongoing basis (at least once a year or upon any changes in health or nature of work declared by the applicant).
Mandatory Training
Each applicant must evidence that they are competent in the following areas (depending on their profession and speciality):
- Resuscitation Training to the required level
- Moving and Handling
- PMVA/MAPA if applicable
- Mental Capacity Act 2005 if applicable
- Health, Safety and Welfare including COSHH and RIDDOR
- The Caldecott Principles/Information Governance
- Record Keeping and Caldicott Protocols
- Handling Violence & Aggression/Conflict Resolution
- Complaints Handling
- Countering Fraud
- Equality and Diversity
- Bribery and Corruption in the NHS
- Fire Safety
- Lone Worker Training
- Food Hygiene
- Infection Prevention and Control (Including MRSA & Clostridium Difficile
- Preventing Radicalisation
- Safeguarding Children and Young People Level 2 or 3
- NEWS
- Tissue viability
- Dementia Awareness
- Reducing Restraints
- Midwifery candidates will additionally need CTG and Resuscitation of New-born Training.
Appraisal and Revalidation
We support our agency workers with their appraisal and revalidation. Nurses are supported directly by our in-house Clinical Advisory Team. We have also partnered with a Revalidation service provider for doctors.
We closely monitor workers’ performance by obtaining clinical feedback from their placements.
If you have any questions about NISI Staffing Candidate Screening process, please contact a member of our team, who will be happy to help.
If you need more help with this, please speak to your Recruitment Consultant.
FAQ's
Can I apply for a FTW if I already have one through another agency?
We use an external Occupational health provider where we will need to obtain FTW.
If both Agencies are using the same occupational health provider, then it is possible for the FTW to be issued based on information provided from a different agency. Otherwise, we will apply for a new one .
Has the online form I submitted been received?
How many references do I need for my file?
How many mandatory training modules do I need to complete?
Do you provide the training?
How long does the online mandatory training take to complete?
Do I need an appraisal each year?
