Category: Homecare/Healthcare

Blog, Homecare/Healthcare, Jobs for Nurses, News

The Nursing and Midwifery Council and Supporting Information

5 tips on finding the right homecare provider
The Nursing and Midwifery Council and Supporting Information

The Nursing and Midwifery Council and Supporting Information

The Nursing and Midwifery Council (NMC), an independent regulator, focuses on nurses, midwives, and nursing associates in the UK and England. Their purpose is to make sure that the practices of nursing and midwifery are secure, effective, and compassionate. They oversee and monitor these professions and the public, to ensure their well-being.

As Servisource stated in our previous blog, The NMC Announce Employers Can Provide Supporting Information For English Language Proficiency, this process is discussed in more detail in the following blog, allowing more high-quality professionals to join the register, helping to provide better care to the public.

SIFE is additional supporting information from an employer that certain applicants to the NMC register can provide as part of their evidence that they meet the NMC’s English language requirements.

As of 27 May 2023, all prospective applicants who haven’t yet submitted their NMC Online applications can now use SIFE via the NMC Online application process.

In September 2022, their Council agreed that SIFE could be used as additional supporting evidence of English language competence, for those people who have been working for 12 months (or FTE equivalent if working part-time) in non-registered practice in a health and social care setting in the UK.

Applicants trained in English in a country where English is not the majority spoken language can use SIFE to evidence listening and speaking competence, demonstrating their ability to interact clinically in English with people who use services, their families, carers, and other healthcare professionals.

Which applicants can provide this supporting information?

Those people who have working for 12 months (or FTE equivalent if working part-time) in non-registered practice in a health and social care setting in the UK and who either:

  • Trained in English but in a country where English is not the majority spoken language, as evidence of their clinical interaction skills. They will still need to provide evidence that their training and assessment was in English.
  • Missed the required score by 0.5 (IELTS) or half a grade (OET) on one of the four language domains, as long as they had exhausted all test combining options.

Applicants must have:

  • Worked in a non-registered role in a health or care setting in the UK for at least 12 months full time or full time equivalent if working part time at the point they submit their application.
  • Had an NMC registrant as their line manager.
  • Had the same line manager for at least 6 months (we will accept supporting information from up to two NMC-registered line managers to cover 12 months or full time equivalent).

Their line manager will be asked to provide information via a link to NMC online to confirm direct experience of their English language competence. Their line manager should be an NHS Band 6 (or non-NHS equivalent) or above. This information also needs be countersigned by an NMC registrant who is an NHS Band 8a (or non-NHS equivalent) or above, to confirm the process has been fair and consistent.

How to access the SIFE form?

The process is fully automated, applicants will access SIFE as part of the application process on NMC online. They will automatically send the applicant’s line managers and counter-signatories a link to provide SIFE via their NMC Online accounts, based on information the applicant provides. Servisource advises you to stay updated by visiting the NMC’s website in relation to these amendments.

At Servisource, we place International Healthcare Professionals in permanent positions across the UK in the private sector and NHS, while offering career progression within a supportive work environment. 

Our team conducted all necessary compliance, educational and police checks, and offer visa assistance and onboarding help when needed. This means each successful candidate is ready to begin work without administrative issues, and can focus on what matters most, their patients.

Are you a Healthcare Professional interested in a UK Permanent Placement?

Contact Our Team Today

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Blog, Homecare/Healthcare, Jobs for Nurses

5 Tips for Finding the Right Healthcare Recruitment Agency for Your Needs

5 tips on finding the right homecare provider
5 Tips for Finding the Right Healthcare Recruitment Agency for Your Needs

5 Tips for Finding the Right Healthcare Recruitment Agency for Your Needs

At Servisource, we understand that searching for the right healthcare recruitment agency can seem like a daunting task, this is why we have created 5 tips for finding the right healthcare recruitment agency for your needs. This is crucial for securing the best opportunities and it doesn’t have to be difficult or time consuming. With a little research and insight into what services are available, you can easily find an agency that fits both your budget and your needs.

According to the NHS Vacancy Statistics, in March 2023, a total of 112,500 vacancies were recorded across the NHS in England (40,100 were nursing vacancies and around 8,550 were doctors).

1. Research and Reputation

Through research and reputation, you will be able to filter out the recruitment agencies that are not suitable. Look for ones with a strong reputation and positive reviews from both healthcare professionals and healthcare facilities. Online platforms, social media, and professional networks can provide insights into an agency’s track record and credibility. Carefully researching potential candidates in order to identify which one will best meet your organisation’s needs is a great way to ensure that you are partnering with a reputable firm. It is important they understand what makes your organisation unique and they can tailor their strategies accordingly. Most agencies will have testimonials available on their websites showcasing what sets them apart from competitors, such as this testimonial from our Servisource website:

I’ve been using the services of Servisource for the past number of years and have always found them to be professional, responsive and easy to deal with.
-Primary Care Manager

2. Specialisation

Choose an agency that caters to unique healthcare requirements, regulations, and job roles. A specialised agency will have a better understanding of your needs and the industry as a whole. They may have connections with healthcare facilities and institutions that offer niche opportunities, whether it is in a specific medical sector, a particular type of healthcare setting (e.g., pediatrics, geriatrics, oncology, mental health), or a unique role within healthcare administration.

Agencies need to be well-aware of the specific skills, certifications, and qualifications required for each role within their niche. They can accurately assess candidates based on role-specific criteria, ensuring a higher likelihood of successful placements. Due to their focused approach, they can quickly identify suitable candidates, conduct targeted interviews, and present a shortlist of qualified individuals. This efficiency can help reduce your time-to-fill positions. At Servisource we create bespoke recruitment plans allowing our team to identify the right people for the specialist roles needed.

nurses in training with a reputable nursing agency

3. Candidate Options

Check if they have connections with reputable healthcare institutions, hospitals, clinics, and other relevant facilities that align with your organisation’s career goals. They should have a wide range of available candidates through various connections. Consider whether the agency offers candidates in the desired geographic location and whether you are looking for full-time positions to be filled or just want flexible/locum staff, either way, there’s an agency out there that’s right for you.

A reputable recruitment agency should offer a wide range of candidates across various healthcare settings to suit your needs. Servisource has developed trusted relationships with marketing specialists, overseas agencies and international networks which allows for more candidate options. This gives organisations unrivalled access to the right candidates. We recruit and place the right people quickly and efficiently using the right skills and knowledge to interview, screen and vet over 300 candidates from around the world. We understand your world; we speak your language.

4. Communication and Support

When it comes to finding a reliable recruitment agency, communication and support are key. A good agency will have transparent communication and provide personalised support throughout the recruitment process. They should be responsive to your inquiries, provide clear information about potential candidates, and offer guidance during interviews and negotiations.

By communicating effectively with potential agencies, asking important questions, and seeking out professional support from industry experts, you’ll be able to quickly find the perfect fit for your needs. Having a dedicated team or account manager is important because it keeps a good rapport and allows everyone to be on the same page. We offer a dedicated booking team at Servisource who operate extended office hours and are solely focused on supporting you with filling shifts. Meaning you have a direct line to your dedicated, trusted team who know your needs.

5. Credential Verification and Compliance

Healthcare is a highly regulated industry in the UK, with strict guidelines and standards that must be followed. The recruitment agency should be well-versed in these regulations and ensure that the healthcare professionals they place comply with all relevant laws and standards. It is vital that any recruitment agency you use promotes a standard of excellence, from credentials verification through compliance issues to job satisfaction and placement into meaningful roles.

Ensure that the agency conducts thorough credential verification and adheres to all necessary legal and regulatory requirements. Through our best-in-class compliance and ISO and JCI certifications, Servisource can give you the peace of mind knowing that our staff are fully compliant. We comply with all regulatory health & safety, quality & environmental standards, something that can make an agency more appealing than other recruitment agencies.

Servisource Tip

When interviewing the agency treat your interaction with them as a two-way interview. Ask them questions about their process, success stories, candidate retention rates, and how they match candidates to positions.
This will help you get an idea of their professionalism and commitment.

It is essential for medical professionals and recruitment agencies to find a good fit when it comes to hiring. Finding an agency that can meet your needs and can provide your organisation with the best opportunities is key. There are many different variables that go into making the right choice, from specialist services offered to communication and support. By carrying out your research, it will ensure that you have the best experience possible in finding a healthcare recruitment agency to meet your goals and expectations.

Are you looking for a reputable healthcare agency to fulfill your staffng needs?

Contact Servisource Today

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Career Guidance, Clients, Homecare/Healthcare, Jobs for Nurses, Workplace Relations

Retaining International Staff and the NHS’s Toolkit for NHS Employers

5 tips on finding the right homecare provider
Retaining International Staff and the NHS's Toolkit for NHS Employers

Retaining International Staff and the NHS’s Toolkit for NHS Employers

The National Health Service (NHS) is the biggest employer in Europe, with a high concentration of international staff. It recognises the importance of ensuring these employees feel valued and supported. This is why it has created an International Retention Toolkit which outlines actions employers can take to ensure newly recruited staff will want to stay, thrive and build lasting careers in the NHS. At Servisource, we have created our own guide for employers to help them retain staff while supporting the ones they already have, that are in line with the NHS’s approach.

At Servisource

We believe in supporting new colleagues every step of the way. We manage all aspects of the recruitment process including interview scheduling, compliance checks, and even welcome international candidates to Ireland by meeting them at the airport by a Servisource employee together with a welcome pack. This contains a sim card for them to call loved ones back home to let them know they have arrived safely and allows new recruits to focus fully on what matters most, patient care.

Cultural orientation and support

Cultural orientation starts with acknowledging the different cultures present within the workforce and providing training to ensure that all staff understand the different cultures represented within. Organisations can provide comprehensive cultural orientation programs to help international staff acclimate to the new work environment, healthcare system, and the local community. This can be done in the following ways:

  • Language Training: for many new recruits, English is not their first language. Providing language training to these staff members will ensure they feel confident and equipped to provide the best possible care to their patients.
  • Cultural Workshops: provide a platform for new recruits to learn, share experiences, and understand the unique aspects of British culture, making it easier to work and communicate effectively with colleagues and patients.
  • Welcome Packs: these packs include helpful information about the local area, as well as details about the NHS and its policies. They could also contain practical items such as transportation maps and a guide to opening a bank account.
  • Discussing Skillsets: helps to understand each other’s strengths in order to identify areas where collaboration and support can be offered.

Did You Know?

The Nursing and Midwifery Council’s (NMC) data report for 2021–2022 shows that almost half of professionals joining the NMC register were trained outside the UK. 

Retaining International Staff and the NHS's Toolkit for NHS Employers

Mentorship and buddy programs

When international employees are paired with experienced mentors or buddies, they can receive guidance, support, and assistance in both professional and personal matters, making new recruits feel more connected and valued within the organisation. Mentors offer guidance and assistance, while buddies provide a more informal connection and can help with cultural differences. These can have many benefits such as:

  • Creating a friendly environment allowing new staff to feel comfortable asking new questions.
  • Leads to a happier and more effective workforce.
  • Helps to bridge cultural gaps and creates bonds between co-workers.
  • Allows for one-on-one training and mentoring which provides a more personal and effective approach to work.

The NHS has created an International Retention toolkit which aims to support the reduction in turnover of international staff by improving their experience at work. Their guide focuses on these four pillars:

1. Creating strong foundations.

2. Making new recruits feel welcome.

3. Building belonging.

4. Maximising personal and professional growth.

1. Creating strong foundations

The first pillar focuses on creating strong foundations in the months before new recruits arrive in the UK. Employers should consider how new recruits might feel as they prepare to leave behind friends, family, familiar surroundings, their native language, and cultures to start a new life in a different country. Welcome packs containing local information, maintaining contact such as pre-arrival welcomes, finding accommodation before their arrival, and mapping their skillsets in order to place them in their preferred clinical area.

2. Making new recruits feel welcome

This involves ensuring new recruits feel welcome when they arrive by helping them settle into their new communities by pointing them toward local services. Consider what they will need during their first few months in the UK to establish themselves to live, work, and beyond, such as: setting up bank accounts, National Insurance numbers, GP locations, somewhere to live, UK sim cards, access to shopping, schools, public transport and other amenities. 

3. Building belonging

This relies on cultural sensitivity and the feeling of working and living in a different country. Enabling your staff to build social networks, to share stories and solutions to these challenges can help to reduce feelings of isolation. It helps to create a supportive environment where they can bring their passions, culture, and personality to their role. 

4. Maximising personal and professional growth

This is about maximising personal and professional growth to ensure that all internationally recruited staff can fully realise their potential. They should have access to the same personal and professional development opportunities as the UK workforce and they should be tailored to each individual’s preferences and career aspirations. 

For further reading, podcasts, and case studies on these four pillars, visit the NHS website.

By implementing these strategies, a more supportive and inclusive work environment is created that promotes the retention of international staff, reduces turnover, and enhances the overall success of the organisation. Each employee’s experience is unique, so a personalised and empathetic approach is essential to address their specific needs and concerns. A positive and inclusive working environment that promotes staff retention is then created, so that patients continue to receive the high-quality care they expect from the NHS and other healthcare organisations.

Are you looking for an International Healthcare Recruiter ?

Contact Servisource Today

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Career Guidance, Homecare/Healthcare, Jobs for Nurses, News

NMC Register Becomes More Ethnically Diverse

NMC Register Becomes More Ethnically Diverse
NMC Register Becomes More Ethnically Diverse

NMC Register Becomes More Ethnically Diverse

The nursing and midwifery profession in the UK is experiencing heightened levels of diversity. The number of healthcare professionals from ethnic minority backgrounds joining the Nursing and Midwifery Council (NMC) register has significantly increased in the past year. This increase is good news for the profession, as promoting diversity ensures that the UK healthcare system is equipped to cater to the vast needs and preferences of patients from all ethnic backgrounds. This trend is likely to continue as the healthcare industry as a whole continues to focus on promoting diversity and inclusivity.

Reports from the NMC’s register tells us how many nurses and midwives in the United Kingdom (UK) and nursing associates in England are currently able to practise. They publish data from their register every six months. With more international professionals joining the register, and with UK joiners becoming more ethnically diverse, the ethnic profile of the NMC register is changing.

Their latest registration data report

Their annual reports cover the 12 month period from April to March every year, but they also publish a mid-year report covering the six month period from April to September.

In the six month period from April to September 2022, the number of nurses, midwives and nursing associates on the NMC register grew by nearly two percent to a total of 771,445.

This growth is being driven in large part by the number of internationally educated joiners, which continues to rise at a much faster rate than UK joiners.

The number of nurses, midwives and nursing associates registered to practise in the UK has grown to a record total of 788,638.

2022-2023 saw the highest number of new joiners to the register in a single year, more than 52,000.

These include 27,142 new professionals educated in the UK and 25,006 professionals educated around the world, mainly outside Europe.

Just over 731,000 are nurses, nearly 42,000 are midwives, just over 9,300 are nursing associates and just over 6,500 are both nurses and midwives.

Between April 2022 and March 2023 the number of nurses, midwives and nursing associates on their register grew by just over 30,300.

There were a large number of people on the register who came from outside of Europe.
There are now over 136,000 people from outside Europe. That is just over 22,500 more than last year.

NMC Register Becomes More Ethnically Diverse

How is Servisource adding value to this?

By leveraging our trusted relationships with marketing specialists, overseas agencies and our international network including bases in India and the UK, we use the right skills and knowledge to interview, screen and vet candidates from around the world.

To mitigate any potential issues in the recruitment process, our team provide support to all candidates travelling from abroad, via a meet and greet service at the airport as well as regular post-placement contact to ensure candidates adapt to the right place.

It is an encouraging sign that the Nursing and Midwifery Council (NMC) register has become more ethnically diverse. Bearing in mind that nurses and midwives are the frontline change-makers within healthcare, it is more important than ever for them to be representative of the communities they serve. Patient outcomes will improve due to a greater sense of understanding, trustworthiness, and acceptance.

The NMC deserves enormous credit for their efforts in embracing diversity amongst health professionals as well as their commitment to ongoing improvement. With these developments in place, better health and wellbeing services can be provided on a wider scale to ensure everyone receives the care they deserve.

Are you looking for a career in healthcare ?

Contact Servisource Today

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