Accessibility Links

Is Your Nursing Recruiter Checking These Important Compliance Points?

Posted by: Lynn Sedgwick

Compliance in recruiting is a vast topic for clients to get their heads around – the law can seem confusing, and some recruitment companies fail to be clear on precisely what is a good, poor or unacceptable process.

When you throw nursing into the mix, it can get even trickier.

Healthcare organisations who work with a recruitment company to hire nursing staff, and in particular, Temporary Registered General Managers, Temporary Registered General Nurses and Healthcare Assistants, need to be confident that their recruiter is meeting every compliance regulation.

Yet many healthcare businesses either fail to do so, it is overlooked, or the nursing recruiters themselves fail to be transparent on the level of their compliance.

Compliance in nursing and HCA recruiting is more critical than in any other sector. With huge legal implications, healthcare organisations need to be certain that their nursing recruiter is not just ticking every single box, but going above and beyond to make sure that not only are they delivering staff that are legally compliant, but that is right for the organisation’s needs.

With this in mind, I’ll share with you today some of the most critical compliance points that you should be 100% certain your nursing recruiter is delivering; if not, it’s time to find one who does.


1. Due Diligence

Before your nursing recruiter does anything else, they must first start with the most essential check – that the nursing or HCA candidate is legally compliant to work in the UK.

The NHS requires six Employment Check Standards that employers must carry our before recruiting staff, and these are -

  • Identity checks
  • Professional registration and qualification checks
  • Employment history and reference checks
  • Right to work checks
  • Work health assessments
  • Criminal record checks
  • Mandatory training

Private healthcare providers will also have their separate list of requirements, which your nursing recruiter should be aware of. 

It can be tempting for a Home Manager, HR or Hiring Manager to assume that their nursing recruiter is carrying out these required checks, but I shouldn’t need to tell you that it can be dangerous to assume – always check that they are completing these due diligence checks 100% before progressing on to the next stage of the hiring process.

2. Interviewing Candidates Face-to-Face

Next is this crucial, but so often overlooked point. As a recruiter for over 30 years, I can’t stress how important it is to interview your candidates face-to-face, but unfortunately, it is becoming increasingly common that many recruiters don’t.

I started recruiting candidates in the legal sphere before moving on to nursing, and I can tell you that it is even more vital that nursing candidates are interviewed in person – why? You must be able to put forward every Nurse or HCA to your client with the confidence that they are not just right for the role on paper (I’ll talk more about this later) but also in person.

It is ingrained in the Clayton Recruitment ethos that we interview in person every single nursing candidate, and this gives us the utmost confidence and trust in the staff that we deploy to the healthcare organisations we work with.

Is your nursing recruiter interviewing every candidate face-to-face? Don’t just assume – ask, because, sadly, many don’t, and I would always advise against working with a recruiter who doesn't interview nursing candidates face-to-face.

3. Written Reports

Does your nursing recruiter include written reports of every detail in their recruiting process? At Clayton Recruitment, we detail our entire process of hiring temporary nursing and healthcare staff, not necessarily because it’s a legal requirement, but for our own, and our client’s peace of mind.

We don’t leave anything to chance, and we are proud of our compliance documentation systems which we are consistently complimented on.

You need to be safe in the knowledge that there is a paper-chain in place which records the entire recruitment process which provides your staff so that every angle is covered.

4. Never Cutting Corners

In the busy world of recruiting, it can sometimes be a sprint to find the right employees for your organisation at a critical time; but this does not mean that it is ever a good idea to cut corners.

Going back to my first point about due diligence, when you are faced with a staffing crisis, and you need several temporary employees fast, it can be tempting to rush through the candidates, from this stage to further along in the process.

Verbal confirmation from the candidate is never enough to progress a candidate forward. Your recruiter must be principled always to follow their process, and not cut corners, even when there is pressure on them from the healthcare organisation to provide employees quickly.


When partnering with a recruiter to find nursing and healthcare staff for your organisation, are you mindful of the points that I have covered in this article?

If this has raised some concerns over your current healthcare recruiter and would like to discuss how Clayton Recruitment’s Nursing Team can help, get in contact with our team today.




Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, Nursing, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.


Add new comment