Trust & assurance
Healthcare Staffing Compliance & Candidate Vetting
Healthcare and social care organisations need to know who is entering their service and whether that person has met the requirements relevant to the role. Compliance therefore sits at the centre of our recruitment process.
Kome Staffing operates structured recruitment and compliance processes designed to support appropriate candidate screening before assignments are confirmed.
Our commitment
Getting this right
Compliance sits alongside our wider commitment to accountability, integrity and transparency. We are clear with clients and candidates about what each check does and does not confirm, and we take responsibility for our recruitment, screening and placement processes.
Our Right People Promise applies here too: if a concern is raised, we listen, respond and work with the relevant parties to address it.
- Accountability We take responsibility for our recruitment, screening and placement processes.
- Integrity We do what we say we will do.
- Transparency We are clear about what each check does and does not confirm.
- The Right People Promise If a concern is raised, we listen, respond and work with the relevant parties to address it.
Pre-employment checks
What we screen before an assignment is confirmed
Identity & eligibility
Who the candidate is, and whether they can work.
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Identity verification
Candidates are required to provide acceptable evidence of identity.
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Right to Work
Appropriate Right to Work checks are undertaken before candidates are approved for assignments.
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DBS checks
DBS requirements are determined according to the role and setting.
Background
Where they have worked, and who can speak for them.
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Employment history
Candidates provide employment history so relevant periods of work and any gaps can be reviewed.
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References
Appropriate employment or professional references may be requested according to role requirements.
Role requirements
Whether they meet what this role and setting call for.
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Professional registration
Where registration with a professional regulator is required, relevant registration details are checked.
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Qualifications
Qualifications relevant to a particular role may be verified where required.
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Training
Candidates must meet mandatory and role-specific training requirements applicable to the assignments for which they are considered.
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Competency evidence
Some assignments require evidence of specific competencies before a worker can be considered.
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Occupational health
Occupational health requirements may apply depending on the role, environment and client.
After registration
Ongoing compliance monitoring
Compliance does not stop after registration. Relevant documents and requirements may need to be monitored throughout a worker's engagement with Kome Staffing.
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Before an assignment
Relevant checks and requirements are screened before the assignment is confirmed.
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Throughout engagement
Relevant documents and requirements may be monitored for the length of the worker's engagement.
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If something changes
If a requirement expires, changes or can no longer be evidenced, this may affect the assignments for which the individual can be considered.
Client-specific requirements
Your organisation may need more
Confirm these as part of the staffing request so the team can assess whether an available candidate meets them.
Request staff- Additional checks required by your organisation
- Service-specific training or induction
- Evidence of named competencies
- Profession-specific requirements for regulated roles
Common questions
Compliance questions we are asked
Do all workers hold an enhanced DBS?
DBS requirements are determined according to the role and the setting. The level and recency required is confirmed against the assignment before a worker is put forward.
How do you handle regulated professions?
For regulated professions, professional registration should be checked against the relevant regulator where required. Medical, nursing, social work and allied health assignments may also carry profession-specific requirements beyond the general recruitment checks.
Can you meet our additional client requirements?
Different organisations and assignments may require additional checks, training, evidence or competency requirements. Tell us at the point of request and we will confirm whether an available candidate meets them.
What happens if a document expires mid-assignment?
Relevant documents are monitored throughout a worker's engagement. If a requirement expires, changes or can no longer be evidenced, this may affect the assignments for which that individual can be considered.
Questions about compliance?
Procurement teams and service managers can contact us to discuss the compliance requirements for a particular role, service or call-off arrangement.
Prefer to talk? Call 020 8075 5966
