How to Choose the Right Recruitment Agency for Care Homes
The health and social care sector is under growing strain, and as a result, staffing agencies have become a vital part of care provision. However, many providers may be putting their residents at risk by partnering with the wrong agencies.
Over recent years, we have been exposed to some disturbing headlines regarding the health and social care industry. For example, the ongoing Essex mental health inquiry, which examines over 2,000 deaths in Essex mental health services over 24 years.
Ross Hodgson, CEO of Unity Plus, responded to the inquiry by highlighting two particularly tragic cases. Matthew Leahy died in 2012 after reporting he had been raped while in care, and it was later revealed that his care plan had been falsified. Another man, known as ‘Mr R’, died in 2008 after some clinicians wrongly dismissed him as simply homeless rather than recognising his mental illness. In Matthew’s case alone, Sir Rob identified 19 instances of maladministration.
These cases are not just statistics; they are young lives cut short, families devastated, and a profound betrayal of trust by a system designed to protect.
With this in mind, care homes must consider ‘red flags’ when selecting a partner agency. The priority should extend beyond simply filling shifts and choosing the cheapest rate. When an agency fails to meet high standards, it puts patient safety and the wellbeing of other staff at serious risk.
There have been far too many tragic instances where unqualified agency workers have put patients’ lives at risk, or worse, led to fatalities, as mentioned above.
How to choose a recruitment agency: 8 red flags to look out for
With this in mind, Unity Plus shares eight red flags care homes should look out for, helping managers make safe, more informed decisions:
Unrealistic pricing and missing VAT registration
If an agency is offering unusually low hourly rates, it’s worth questioning how they’re able to operate. The basic cost to employ someone on minimum wage is currently £16.21 an hour, and if you’re being quoted below that, they may be cutting corners on training, pay, or compliance, which is alarming.
For agencies turning over more than £85,000, they should be VAT registered. If they’re not, they’re either very small and likely underperforming, or they’re dodging tax, which is illegal.
Lack of compliance documentation
Agencies must be able to provide full staff providers, including DBS certificate numbers, NMC PINSs, right to work documents, and visa status. If these can’t be provided, care homes can’t do their own due diligence, which is a major issue both legally and for resident safety.
A transparent agency would follow a detailed process to verify original documents, check visa restrictions and provide adult training. Agencies should also check via work limits, such as the 20-hour cap for some staff or student-sponsored visas. Checking for falsified records can be done by contacting the original training provider or accreditation body directly to verify certification and completion.
What is a DBS certificate?
A DBS certificate is issued by the Disclosure and Barring Service (DBS) in the UK and is a physical document that shows the results of a DBS check. The certificate would display details of spent and unspent convictions, cautions, reprimands, and final warnings (if any), as well as information from the police, depending on the type of check. DBS certificates are used by employers to make safer recruitment decisions and prevent unsuitable individuals from working with vulnerable people.
A DBS certificate doesn’t automatically mean someone is suitable or unsuitable for a role; it’s a tool to help employers make informed decisions. Agencies have also been known to falsify records themselves, which is why it is crucial for care homes to do their own due diligence too.
What is an NMC PIN?
An NMC PIN (Personal Identification Number) is a unique registration number issued by the Nursing and Midwifery Council (NMC) to nurses, midwives, and nursing associates in the UK. It signifies that the individual is registered with the NMC and authorised to practice legally in the UK. Search the NMC register.
What is a right-to-work document?
A right-to-work document proves that an individual has the legal permission to be employed in the UK. This is vital for employers, as they are legally required to verify the right to work of all employees. Several documents can serve as proof, including passports, biometric residence permits, and documents issued under the EU settlement scheme.
Regardless of a worker’s nationality or immigration status, employers must verify the right-to-work for all employees. Proper right-to-work checks help prevent illegal working and ensure compliance with immigration laws.
Click here to download our agency red flag considerarations.
Types of right to work status
Advice for care home managers
It’s important that care home managers thoroughly review an agency’s procedures, meeting with potential agencies to review these, and taking the time to understand compliance and ethical practices over just the sales pitch. It’s also a good idea to speak to other care homes within the industry to learn more about their experience with certain agencies.
Care home managers should ask detailed questions about recruitment, right-to-work checks, and training, and be wary of agencies solely focusing on low rates. It’s clear that there are financial pressures on care homes, but it’s important not to prioritise cost over quality of care and compliance.
Partner with Unity Plus
At Unity Plus, we’re committed to putting people first, whether it’s the carer or the care recipient. We’re passionate about our work and we don’t just focus on numbers.
If you’re a care home and interested in learning more about working with us, get in touch with our friendly team.