Code of Practice

PLATINUM RECRUITMENT – CODE OF PRACTICE

Updated March 2023

EXECUTIVE SUMMARY

The aim of this Code of Practice is to promote high standards in the ethical international recruitment and employment of Candidates and to ensure that Platinum Recruitment operates in accordance with internationally agreed principles of transparency and fairness.

This document sets out principles and best practice benchmarks to be adhered to when recruiting international Candidates of any profession to ensure effective recruitment is undertaken in an ethical, managed, and mutually beneficial way.

To provide reassurance to international Candidates that employment with organisations in the Isle of Man and/or the UK offer high standards of induction and support.

For the purposes of this code of practice, we define ‘active international recruitment’ as the process by which employers, contracting bodies, agencies, and sub-contractors engage Platinum Recruitment to target individuals, either physically or virtually, to market Isle of Man and/or UK employment opportunities, leading to Isle of Man and/or UK employment. This can include but is not limited to, advertising to prospective Candidates through all types of communication mediums, incentivisation activities such as referral bonus schemes, and referring candidates to specific vacancies in the Isle of Man and/or the UK in return for a fee from the employing organisation.

Recruitment organisations such as Platinum Recruitment are not allowed to charge fees to individual employees. The only exception to this rule is when a candidate has already been appointed by an employer following a direct, independent application and selection without the support of a recruitment agency. In this case, if required, Platinum Recruitment can support and facilitate the employee’s passage to the Isle of Man and/or the UK. In such cases it is our responsibility if challenged, to provide evidence that the services we are providing are permitted under this exception.

STATEMENT OF BELIEFS

Platinum Recruitment strives to ensure that its international Candidates have the same legal rights and responsibilities as domestically trained staff in all terms of employment and conditions of work.

Platinum Recruitment believes that international Candidates should also have the same access to further education and training and continuous professional development. All staff, regardless of country of origin and/or training, should have the same legal protections within the workplace. Relevant employment legislation applies if the employee holds a valid permit or appropriate visa.

All international Candidates should be employed on the same terms and conditions of employment as other domestically trained employees. Employment legislation protects and guides the conditions of service for all employees, regardless of their country of origin and/or training.

Where applicable, such as in a health and social care setting, all employees must meet and maintain the requirements for continued professional regulation. The opportunity to enhance skills and experience are important features that underpin international Candidate mobility. International Candidates employed within the Isle of Man and/or the UK are entitled to receive high standards of induction and support in their new career equal to other employees.

1. SOUND ETHICAL APPROACH
   • Platinum Recruitment follows good recruitment practices and demonstrates a sound ethical approach.
   • All Candidates applying to vacant positions are dealt with equitably and fairly.
   • Where appropriate, employers, contracting bodies and educational establishments (collectively referred to as ‘Host Organisations’) should determine whether they accept applications from international Candidates that may require a visa for that position.
   • Platinum Recruitment ensures that the Host Organisation is fully involved in the recruitment process and follows best practices in recruitment procedures.
   • All parties involved in recruitment are required to have explicit equal opportunities policies and procedures.
   • Host Organisations are also asked to consider travel arrangements of short-listed Candidates when setting interviews in person.
   • Interviews can be undertaken via video conferencing if conducted with appropriate safeguards.
   • Telephone interviews are not normally an appropriate method to select an international Candidate for a position.
2. NO FEES TO CANDIDATES
   •  Candidates will not be required to pay any fees to Platinum Recruitment, or other body, to gain employment in the Isle of Man and/or the UK.
   •  Any costs incurred by Platinum Recruitment are incorporated into the negotiated fee charged to Host Organisations.
   • Visa costs to exit their home country or enter the Isle of Man and/or the UK and/or any professional registration fees would normally be met by the Candidate if applying independently and at the e Host Organisation’s discretion if through Platinum Recruitment.
   • Platinum Recruitment does not sub-contract to agencies outside the Isle of Man and/or the UK, if that outside agency charges, or is suspected of charging, fees to Candidates.
3. APPROPRIATE LEVEL OF ENGLISH LANGUAGE
   • Platinum Recruitment ensures that all international Candidates have the appropriate level of English language to enable them to undertake their roles effectively and to meet the registration requirements of any appropriate regulatory body.
   • If a Host Organisation or its professional regulator requires an assessed competency in the English language to be eligible for a position or regulatory registration, the international Candidate should achieve this competency standard and provide documentary evidence, prior to selection for interview.
   • All international Candidates should be able to communicate effectively to practice safely and to enable them to communicate appropriately with the Host Organisations’ customers, suppliers, clients, and colleagues,
   •  It is lawful for Host Organisations and/or professional regulators to apply conditions relating to a Candidate’s linguistic ability if this is required because of the nature of the position to be filled.
4. REGISTRATION WITH THE APPROPRIATE REGULATORY BODY
   • Platinum Recruitment advises international Candidates on the requirements to practice in the Isle of Man and/or the UK and how to obtain relevant professional registration and signposts the Candidate to the relevant regulatory organisation.
   • It is the responsibility of the international Candidate to progress the professional registration process, with support from the relevant regulatory body.
   • Platinum Recruitment communicates with Candidates and makes sure they are clear about the process and motivates them at appropriate stages to avoid unnecessary delays.
   • Platinum Recruitment strongly advises Candidates to commence the registration process in good time and if possible before applying for a post.
   •  If a Candidate does not have registration at the time of appointment, Platinum Recruitment advises Host Organisations to factor this in when agreeing to to contracts and start dates.
   • Platinum Recruitment advises Host Organisations to approach the appropriate regulator early in the recruitment process. Early insight into upcoming registration demand supports the professional regulator to manage capacity.
   • Platinum Recruitment ensures that confirmation of professional registration, or notification of any stipulated period of supervised practice, is received prior to the Candidate taking up the position where this is stipulated by the regulatory body.
   • Evidence of the duration of any supervised practice required by a regulatory body is confirmed to the employer or contracting body where appropriate.
   • Platinum Recruitment advises International Candidates of the importance of professional support and representation from membership representative bodies and where appropriate medical defense, should they be engaged in any process, including supervised practice, with their regulator.
5. SUPERVISED PRACTICE
   • International Candidates applying for positions in a health and social care setting may be required to undertake supervised practice by a regulatory body.
   • To enable international Candidates to provide safe and effective health and/or social care they need to be appropriately supervised.
   • All Host Organisations must take active steps to ensure their workplace environment is one in which all staff can demonstrate their competence.
   • International Candidate will not be charged for any part of supervised practice and will be employed on the same terms and conditions of employment as other domestically trained employees.
   • Host Organisations are encouraged to recognise the previous experience of international Candidates, where applicable.
   • International Candidates must be given appropriate opportunities to reach the required standard for UK registration and must be objectively and fairly assessed.
6. HEALTH ASSESSMENT
   • All international Candidates must undergo the normal health assessment prior to commencing employment. All employment offers will be made subject to occupational health clearance.
   • The occupational health assessment information is confidential and will only be divulged to the relevant occupational health bodies, or as permitted and/or required by law.
   • Successful international Candidates will be informed of guidelines issued by the relevant regulatory body related to serious communicable diseases.
   • Platinum Recruitment ensures that Host Organisations conduct thorough, sensitive, individual risk assessments for all new international Candidates before the commencement of employment.
7. PRE-EMPLOYMENT CHECKS
   • Platinum Recruitment requests that Host Organisations carry out pre-employment checks to verify that an individual meets the pre-conditions of the role they are applying for.
   • To assist Host Organisations, Platinum Recruitment ensures that all international Candidates have passed the following six pre-employment checks:
     1. The identity of all international Candidates is verified (including relevant PEP and Sanctions checks).
     2. Professional registration, qualifications, and English language competency are verified.
     3. Employment, training history, and references are verified.
     4. Health assessments for individuals undertaking new roles or roles which have significantly changed are undertaken.
     5. Criminal record checks are performed in the international Candidates native country in keeping with that country’s justice system.
     6. An international Candidates right to work in the Isle of Man and/or UK is verified.
   • International Candidates will be informed that any individual who has made a false declaration may be dismissed from their post.
   • All International Candidates are required to provide references from current and previous employers and/or education providers.
   • All International Candidates are required to complete a statement informing the employer of any criminal conviction, cautions, or binding over.
8. VALID PASSPORT & VISA
   • Platinum Recruitment ensures that all international Candidates that have been offered a position have a valid international passport before entry to the Isle of Man and/or the UK.
   • Platinum Recruitment ensures that all international Candidates that have been offered a position have an appropriate visa that allows them to undertake employment or training in the Isle of Man and/or the UK.
   • The cost of any Passport is typically met by the international Candidate
   • The cost of any Visa may be met by the Host Organisations at their discretion.
   • Platinum Recruitment seeks to ensure that all personnel employed in the Isle of Man are employed on the same terms and conditions as domestically recruited employees.
9. JOB DESCRIPTIONS
   • Platinum Recruitment ensures that all international Candidates have access to all the relevant and appropriate information about the vacant position they have applied for. This includes, but is not necessarily limited to:
     1. a job description
     2. person specification
     3. grading structure
     4. salary, holiday entitlement, and other benefits
     5. Fees and deductions required by law and any other deductions or costs taken from salary at source
     6. location
     7. information on the professional regulatory context and relevant staff-side organisations
   • This information is typically presented to the International Candidate by way of a Key Information Document which is intended to improve the transparency of information for directly employed workers, particularly around pay. It will give potential Candidates more immediate access to key pay-related information before agreeing to terms with a Host Organisation and a clear idea of how any fees and deductions will affect their pay. It is the responsibility of the Host Organisations to prepare a Key Information Document for each vacant position and to ensure its completeness and accuracy.
   •  On making the job offer, the Host Organisations must provide Candidates with the exact terms of the contract under which they will be working. Any element which may differ from pre and post-professional registration such as salary, and any incentives and reclaim of advances must be clearly explained in writing. This applies regardless of when the formal contract is issued.
10. APPROPRIATE SUPPORT AND INDUCTION
    • Platinum Recruitment advises all Host Organisations to offer all newly appointed international Candidates appropriate support and induction. As part of this Host Organisations is requested to undertake pre-employment and placement preparation activities to ensure a respectful working environment for all.
    • Platinum Recruitment advises Host Organisations of the culture, context, and system within which the individuals work in their home country before the international Candidate arrives.
    • Platinum Recruitment also considers the potential financial position of Candidates and seeks to make Host Organisations aware that additional support may be required at varying levels depending on each individual situation.
    • Platinum Recruitment requests that other staff working in the Host Organisation should be made aware of the requirement to recruit internationally and of the support expected of them to encourage a culture in which diversity is valued and respected.
    • Platinum Recruitment suggests induction should include aspects of cultural awareness, equal opportunities, and diversity and that Host Organisations provide ongoing support that is culturally sensitive.
    • Platinum Recruitment seeks feedback from currently employed staff and internationally recruited individuals as the employment/placement progresses and any issues are identified and resolved in a timely manner.
    • Platinum Recruitment makes each Candidate aware of how to find help and assistance in all aspects of their appointment. Host Organisations must provide each Candidate with a comprehensive program of induction to ensure that they are personally prepared to work safely and effectively within the Isle of Man and/or the UK. The provision of a mentor can be helpful in this regard.
    • Platinum Recruitment encourages Host Organisations to widen their induction programs to encompass pastoral support to settle into working and living in the Isle of Man and/or the UK, including such matters as initial welcoming of staff (and family where appropriate), accommodation, pay, registering with a GP and dentist, school information (if required,) information relating to professional organisations, union representation, national embassies, high commissions and introduction to social networks.
    • Platinum Recruitment further recommends that Host Organisations consult guidance on how to enhance their existing risk assessments, particularly for at-risk and clinically extremely vulnerable groups within their workforce during COVID-19. The guidance is applicable, with appropriate local adaptations, in all healthcare settings.
11. RECORD INTERNATIONAL RECRUITMENT ACTIVITIES
    • Platinum Recruitment records its international recruitment activities. This will support the Isle of Man and/or the UK to monitor and measure the impact of international recruitment flows in both the country of origin and the Isle of Man and/or the UK.
    • It is important to have a national perspective on international recruitment supply and demand to inform policy development, workforce planning, recruitment processes, and attrition rates, and to identify best practices in maximizing benefits to the Isle of Man, the UK, and the country of origin.
    • Platinum Recruitment recommends that Host Organisations should also record information about their recruitment activity. This includes countries targeted, planned and actual recruitment numbers, headcount, nationality, and professions of international recruits in employment.
    • Platinum Recruitment encourages Host Organisations to respond to all surveys capturing international recruitment activity.
    • Platinum Recruitment encourages Host Organisations to share information on any known breaches of this code of practice.

ANNEX A

Red countries

Active recruitment is not permitted

Amber countries

International recruitment is only permitted in compliance with the terms of the government-to-government agreement

Kenya
Nepal

Green countries

Active recruitment is permitted from green countries.

Any country not on the Red or Amber

Green countries with a government-to-government agreement

For international health and care workforce recruitment in place to manage recruitment.

Philippines
Malaysia