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An Agency’s Guide to Keeping on Top of Compliance: The What, How and Why

Posted on 4/04/2019 by Steven Davidson

Any recruiter, no matter what sector they specialise in, will be familiar with of the importance of steadfast rigour when it comes to compliance. In this post, Sam Easen, entrepreneur and co-CEO of H1 Healthcare, chats to Sophie Atkinson about this often overwhelming task, why it’s of the upmost importance, and how to tackle it head-on.


Sophie: Most people reading this post will be more than aware of this (unlike me!) – but could you start by explaining why getting the compliance process right within recruitment is so vital?

Sam: Of course. Quite simply, anyone who is recruiting – whether for temporary or permanent roles, and no matter what industry or sector – will have to ensure that the people they are placing in roles have the appropriate training.


Ensuring that the people who are carrying out certain tasks are compliant is quite simply a legal obligation, the onus is very much on them


Sophie: So, what are the risks? What happens if individuals don’t meet the training requirements and are placed in a role?

Sam: There’s a huge risk to both the employer and the recruiter. For employers, ensuring that the people who are carrying out certain tasks are compliant is quite simply a legal obligation, the onus is very much on them. If there’s an accident in the workplace and the person involved didn’t meet the training requirements, then the company is legally responsible and could be sued. Recruiters, in turn, need to manage their own exposure to risk by keeping on top of this.

Sophie: And how can they do that?


You’ll more likely to be dealing with thousands upon thousands of individuals, all of whom need to be compliant for the roles you’re trying to fill. For this reason alone, it can be a minefield


Sam: By ensuring that employees’ training is up-to-date and in line with specific jobs. This can range from, for example, clinical record keeping and resuscitation training for nurses, to safe working procedures for engineers. But, and it’s a big but, the challenge faced by a recruitment agency above and beyond that of a standard organisation, is the sheer volume of people that they’re dealing with. A company’s numbers will be capped – you employ, say, 400 people, so that’s how many people’s details and training needs you have to stay on top of. That’s not the case with a recruiter; you’ll more likely to be dealing with thousands upon thousands of individuals, all of whom need to be compliant for the roles you’re trying to fill. For this reason alone, it can be a minefield. This is something I have personal experience of myself, in fact. I used to run a nursing agency that employed more than 1,000 healthcare professionals in the UK and Australia.


Innovative platforms that can help you track the compliance of the people you’re working with in real-time. These solutions are fast, efficient and often very cost-efficient, especially when you consider how much time you’ll save in the long-run


Sophie: How would this traditionally have been dealt with?

Sam: With folder, upon folder of paper certificates.

Sophie: I see. That’s less than ideal.

Sam: But that’s not the case anymore.

Sophie: Because people are favouring spreadsheets?

Sam: Sort of – but there are much more advanced options available, too, including innovative platforms that can help you track the compliance of the people you’re working with in real-time. These solutions are fast, efficient and often very cost-efficient, especially when you consider how much time you’ll save in the long-run. H1 would be lost without one.


*At H1 healthcare we use the Qintil Platform to manage our compliance and training. Right now Qintil are offering H1 clients 3 Months free you can claim by clicking the link below.