Our Process

Shortlisting Candidates

Our consultants use the job requirements (qualifications, skills, experience, location, etc.) to shortlist candidates who meet the basic criteria for the role. Using advanced software, we identify candidates with specialised skills, ensuring that the shortlist aligns with the specific needs of the employer (e.g., expertise in crisis intervention safeguarding). Candidate CVs are thoroughly reviewed to assess their suitability, focusing on experience, skills, and career history relevant to the position.

Candidate Vetting

Vitalis verifies that each candidate holds valid qualifications, including membership with professional bodies such as Social Work England

We check professional references covering 2-5 years of employment to verify the candidate’s track record in previous roles.

Where appropriate, candidates undergo a Disclosure and Barring Service (DBS) check. We also recommend candidates sign up to the DBS update service to streamline future compliance checks.

Right to Work Verification: Candidates must provide proof of eligibility to work in the UK, such as passports and relevant visas.

Interviews

Candidates who pass the vetting stage may be invited to attend interviews, either virtually or in person, depending on client and candidate preferences.

Interview questions often focus on the candidate’s ability to handle real-life scenarios, assessing their decision-making, problem-solving, and communication skills.

In addition to technical skills, we’ll evaluate whether candidates align with the employer’s culture and values, ensuring a good fit.

Contract Negotiation

Where appropriate, Vitalis consultants can facilitate contract negotiations between the employer and the candidate. This includes discussions on salary, benefits, work hours, and contract terms.

Market Insights

Vitalis provides candidates and clients with their insights into market trends. We advocate for our employers within the market, communicate the benefits and ensure candidates understand how they can help employers achieve their organisational goals.

Our clients benefit not only from our ability to source top-tier candidates but also from our insights into industry trends, regional demands, and best practices.

Onboarding

Before a candidate starts, all necessary pre-employment documentation is collected, including final DBS confirmations, right-to-work documents, and references.

Vitalis works closely with employers to ensure that the candidate receives the necessary support during the induction period, such as access to training and supervision.

Follow-Up and Ongoing Support

After a candidate starts their new role, Vitalis conducts regular check-ins with both the candidate and the employer to ensure everything is going smoothly.

Vitalis maintains ongoing contact with candidates, offering advice on professional development, CPD (continuing professional development) opportunities, and future career moves.

Employers are encouraged to provide feedback on the recruitment process and the candidate’s performance, which helps Vitalis refine future recruitment efforts and maintain high standards.

Vitalis follows a detailed and structured recruitment process to ensure that employers find the best-qualified candidates for their needs while providing applicants with a positive and supportive experience. From initial talent searches and vetting to post-placement support, Vitalis aims to create lasting, successful placements that meet both the needs of public sector organisations and the professionals they employ.