April 2016 – Nurses Revalidation Process

From April 2016, all nurses and midwives will have to prove every three years that they are practising safely and effectively. 

The new process of revalidation has been described as one of the biggest changes within the profession in its history.

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From April 2016, all nurses and midwives will have to demonstrate that they “practise safely and effectively” every time they renew their place on the register of the Nursing and Midwifery Council (NMC) under a new system of revalidation to allow them to continue to work in the UK.

The process means that nurses and midwives will have to revalidate every three years when they apply to renew their place on the NMC register.

They will be asked for various pieces of information including:

  • The need to provide evidence of 450 hours of practice (950 if they are also a midwife)
  • Provide evidence of 35 hours of continued professional development (CPD)
  • Provide 5 written reflections based on four themes in a new code of professional standards
  • Provide evidence of 5 pieces of practice related feedback from others including patients, relatives and colleagues
  • Reflective discussion with another nurse or midwife
  • Health and character declaration
  • Professional indemnity arrangement

The NMC requires that nurses and midwives set up an NMC online account so they can find out the deadline for revalidation and when their registration expires.. Help is being provided by the Royal College of Nursing (RCN), which has a number of advice leaflets and CPD resources on its website under a special learning zone.


Benefits of Recruitment Process Outsourcing

We recently published our article “what role does outsourcing have in recruitment” and promised you more information on how RPO can benefit your company.  Our full white paper is due out on April 1st but we thought we would give you a preview…

Below are 6 key benefits of RPO and HR outsourcing:

  1. increased effectiveness rpo iconIncreased Effectiveness

One of the most important benefits of RPO is scalability. Many employers have vastly fluctuating recruitment needs, due to industry trends and seasonal activity. If that’s your business then RPO can scale up for busy periods and scale back down at other times. It is also useful for companies experiencing high growth who need help scaling their recruiting capacity to meet demand.


  1. mitigating risk rpo iconMitigating Risk

With RPO recruiting, every element of recruitment can be monitored by your RPO supplier – allowing comprehensive tracking, reporting and auditing of the recruitment function. This allows companies to have a fully transparent system and feel assured that high standard of training and compliance are in place and that their processes protect both them and employees.


  1. improving efficiency rpo iconImproved Efficiency – reduced recruiting costs

This is one of the top reasons why businesses choose RPO solutions; it is also one of the biggest benefits of RPO. Many companies will spend a lot of money on head-hunters or trying to recruit in house and taking staff away from their other duties. Particularly for companies with a high turnover rate this can waste money and resources. A significant advantage of an RPO agreement is the reduction in time to fill a vacancy – which improves the overall efficiency of the business.


  1. increased candidate quality rpo iconIncreased Candidate Quality

A great candidate is more than just experience and qualifications. Things like personality and company culture/team fit are vital. If hiring managers are pressed for time to fill a position or have a huge volume of applications to sift through, they may not look at these additional things which can help you know whether a candidate will have longevity. A good RPO supplier will take time to assess your company culture, skills sets for roles and special requirements. These will then be at the centre of their candidate sourcing process. This also results in an enhancement of your employer brand and values.


  1. detailed insights rpo iconDetailed Insights – Analytics and reporting to aid with prompt decision making

RPO suppliers will utilise specialist technology platforms, like Swanstaff’s S-Recruiter which allows for “real time” reporting at a click of a button. With features such as the ability to authorise timesheets, have visibility of hiring costs and generate detailed analysis reports your hiring process becomes seamlessly integrated and stress-free to monitor.


  1. bespoke hiring process rpo iconA Bespoke, Tailor-Made Hiring Process

A fantastic advantage of an RPO is having a dedicated account manager and support team that will look at every aspect of your hiring process. From company culture audits, to candidate sourcing, to bespoke induction programmes, an RPO really can be a “one-stop” solution. Equally, you may only wish to outsource certain stages of your recruitment process and there are flexible solutions available, whatever your needs.


Here at Swanstaff Recruitment we have the capacity to create bespoke, comprehensive RPO services. We can support you at every stage of the hiring process, including proactive candidate sourcing, competitive market mapping, initial screenings, interview scheduling (including travel and meeting room arrangements), interview feedback, contract negotiation, new hire on-boarding, and post-placement follow up. We will work in partnership with you to create a recruitment structure which is perfect for your team and organisation. To find out more click here

To sign up and be the first to receive our Benefits of RPO white paper click here.

What Role Does Outsourcing Have in Recruitment?

What role does outsourcing have in recruitment? This is a question that doesn’t really have a straightforward answer. It needs to be answered in several parts.

Firstly, what is RPO?

RPO is a business process outsourcing in which an employer hands over all or part of its recruitment process to an external provider. Recruitment Process Outsourcing providers can manage the entire process from recruitment to hire, or can manage one or two parts of it becoming an extension of  your HR department.


What can RPO include?

While some RPO providers take over the entire process of recruitment (this can be known as a managed service) for a company, in most cases they are taken on to provide specific services that improve what the client already has in place to ensure smooth running for the business.Business-Handshake-With-Crowd-Behind

Here are just some of the potential services an RPO provider can offer:

  • Candidate research
  • Compliance tracking
  • Reporting and Audits
  • Hiring Manager Training
  • Process Mapping
  • Technology Consulting
  • Third Party Vendor Management


Why Choose RPO?

Are you looking for a solution that is different from using a head-hunter or staffing agency? If so RPO could be for you. RPO is much more of a partnership with an in-depth analysis of your needs and culture. It helps to boost employer brand and find the best talent possible rather than just filling positions with people who are qualified.

If any of the following statements apply to you or your business you may find RPO would be a great option for you:

“My HR Department doesn’t have the time or staff to recruit for the business” – the recruitment process can be quite long winded from sorting through CV’s, to interviewing people, to writing the job descriptions.  A HR department is not necessarily the same as a recruiting department and requires different knowledge.

“I feel like I’m wasting money on recruiting companies” – the fees can add up if you are looking to recruit a large number of people. An RPO company won’t charge extra if your recruiting needs change or fluctuate throughout the year.

“I need to make significant infrastructure changes within the company” – If the problem with your recruiting is more than “we need better candidates” or “we need more administrators in this area” then an RPO company could be a good solution.


To find out more about Swanstaff Recruitment’s Outsourcing services click here

Watch this space for our next RPO Blog… the Benefits of RPO coming March 7th 2016

Public sector? Visit YPO and ESPO to find out more about their staffing solution frameworks

Tackling NHS Agency Spend – the hidden problem

Whilst many are debating NHS Agency spending and the “crippling” effect on the NHS or “greedy” doctors and nurses, Lahra one of our branch managers here at Swanstaff highlights a huge failing within the system:

It’s a little known fact that NHS Professionals Bank Staff are PAID for their Sick Leave. More surprisingly they are also penalised and put to the “back of the queue” if they turn a shift down, this can lead to them missing out on work for the next couple of weeks, something which many just cannot afford.

Therefore, Bank staff are accepting shifts they have no intention of turning up for – they are calling in sick on the day and the NHS are then forced to rely on agencies to fill the shift at the last minute.


This means that the NHS are then paying out sick pay and a higher fee to the agency.

Lahra says

“By simply removing Sick pay for Bank Staff OR not penalising them for refusing work the NHS would make significant savings. Agencies would still have their place in the market, but there would be far less cases of “triple paying” for shifts. ”

We would love to hear what you think? To have your say, please comment below or tweet us @Swanstaff

Job Interview Prep (Infographic)

Preparing for an interview can be a scary process. But if you follow these simple tips then you’re one step closer to your dream job!


If you’re looking for work in Healthcare, Driving or Warehouse and have 6 months experience then Swanstaff Recruitment have branches nationwide who are waiting to hear from you!

Simply fill out this form to register your interest and someone will be in touch!