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HEALTH

About WR Health

Our Health division manages recruitment projects for a vast range of private healthcare settings, with a specialist focus on the recruitment of nursing and unit management staff. Our client base includes over 6,000 organisations where we’ve placed experts in elderly care, mental health, dementia care, brain injury nursing and rehabilitation support, pre & post-operative care and residential care.

Some of the positions we have recently filled include:

  • Nurses

  • Unit Managers

  • Deputy Managers

  • Clinical Leads

  • Home Managers

  • Regional Healthcare Managers

  • Operational Directors and much more

Our consultants possess an in-depth understanding of the sector and the needs of our clients and candidates. Responsiveness and commitment to best practice are at the foundation of our approach in building strong relationships.

We offer a range of services to make your job search a success: contingent, exclusive, and our innovative retained model, WR Search. This service saves businesses time and money, providing cutting edge insight, analysis, and an array of specialist tools to help jobseekers land their dream role.

If you are looking for a new nursing or healthcare position, or are an organisation with a vacancy in this area, contact a member of our team today.

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WR Health sub divisions

When it comes to a sector as important as health and social care, simply placing candidates in roles is not enough. That’s why we provide tailor-made, personalised experiences for candidates and clients alike. For this reason, we’ve broken down our team into specialist subdivisions: Nursing homes, mental health, and private hospitals. Contact them today

Health in numbers

  • 28

    28

    Years experience in the team

  • 750

    750

    We work with 750 qualified Nurses and Managers a month

  • 1,300

    1,300

    Vacancies to choose from

  • 50,000

    50,000

    Candidates in our database

Meet the WR Health Team

Emma Platt Stephanie Wood Josh Moore Dexter Amporful Megan Stoyles Peter Caulfield Sophie Lee Sophie Collins Sophie Sheppard

Meet Emma Platt

I manage the WR Health. We recruit for qualified healthcare professionals, nurses and social care managers. Our applicants are Care Home managers, qualified nurses and theatre practitioners.

I grew up in Essex, then moved to Portsmouth for University where I studied Criminology and Criminal Justice. I love politics, family and gin in reverse order.

An interesting fact about me is that I won best dressed at a Halloween party dressed as Donald Trump.

Emma Platt

Meet the WR Health Team

Emma Platt Stephanie Wood Josh Moore Dexter Amporful Megan Stoyles Peter Caulfield Sophie Lee Sophie Collins Sophie Sheppard

Meet Stephanie Wood

I recruit nursing home managers.

I grew up in Havant, and studied at Southdowns College where I did AS Levels in Human Biology, Chemistry, Psychology & Sport. I am currently half way through a degree with the Open University in Medical Health Science.

I love food and beer, and an interesting fact about me is that I worked as an elf in Lapland for Christmas 2014.

Stephanie Wood

Meet the WR Health Team

Emma Platt Stephanie Wood Josh Moore Dexter Amporful Megan Stoyles Peter Caulfield Sophie Lee Sophie Collins Sophie Sheppard

Meet Josh Moore

I recruit nurses and managers for the UK’s top elderly care providers as well as nurses, AHP’s (ODP’s, Radiographers, Physiotherapists) and clinical managers for leading private hospital groups covering theatres, wards outpatients and acute surgical/medical units.

I grew up in Lewisham, South East London and went to school in Dartford. I moved to Portsmouth in 2010 for University to do a degree in English Literature and I’ve lived and worked here ever since.

I'm a lifelong Arsenal fan and will watch football at every opportunity. When football isn’t on I stop neglecting my partner and go on adventures with her and our dog. An interesting fact about me is that I went to the same school as Mick Jagger.

Josh Moore

Meet the WR Health Team

Emma Platt Stephanie Wood Josh Moore Dexter Amporful Megan Stoyles Peter Caulfield Sophie Lee Sophie Collins Sophie Sheppard

Meet Dexter Amporful

I am a Regional 360 Recruiter for the North of England.

I'm originally from Clapham, and studied Economics at the Portsmouth University. I started with White Recruitment six years ago as a Data Enrichment Administrator, before I became a Resourcer for WR Health, and then a Regional Recruiter for that team. I am a huge fan of live music and am a Guitar player myself.

An interesting fact about me is that I am also proud to say I met Nelson Mandela. Prince Charles was also there but more importantly, Nelson Mandela!

Dexter Amporful

Meet the WR Health Team

Emma Platt Stephanie Wood Josh Moore Dexter Amporful Megan Stoyles Peter Caulfield Sophie Lee Sophie Collins Sophie Sheppard

Meet Megan Stoyles

I am a Recruiter for Wr Health.

I grew up in Waterlooville and studied Sports Massage at Southdowns College. In my spare time I Love spending time with my family and friends, i'm also a bit of an online shopping addict! A fun fact about me is that I don’t like toast or butter

 

Megan Stoyles

Meet the WR Health Team

Emma Platt Stephanie Wood Josh Moore Dexter Amporful Megan Stoyles Peter Caulfield Sophie Lee Sophie Collins Sophie Sheppard

Meet Peter Caulfield

I recruit nurses, senior nurses, clinical leads & deputy managers in nursing homes across the South of England.

I grew up in Portsmouth, and went to South Downs College. I was offered a place at Plymouth University but I decided not to go and start working instead. If I’m not at work I spend time with my wife and six year old son.

I’m an avid football fan, I live and breathe it all year round. I am also a qualified Scuba Diver, and obtained my qualification in Wreck Diving in Fiji.

Peter Caulfield

Meet the WR Health Team

Emma Platt Stephanie Wood Josh Moore Dexter Amporful Megan Stoyles Peter Caulfield Sophie Lee Sophie Collins Sophie Sheppard

Meet Sophie Lee

I recruit healthcare professionals for nursing homes across the South of England from staff nurse positions all the way through to deputy managers.

I’m a Portsmouth girl born and bred, and grew up in Southsea studying Performing Arts and Drama until 6th form college. I love cheese and olives and I’m a massive animal lover, especially for dogs and hedgehogs. I also love the theatre, whether that be watching or performing.

I don’t really have an interesting fact about me but did you know cows have best friends? They make life long emotional connections with one another and can get emotionally distressed when separated. How cute is that?! Or, if that interesting fact won’t do: I once played Glinda on the Kings Theatre stage.


Sophie Lee

Meet the WR Health Team

Emma Platt Stephanie Wood Josh Moore Dexter Amporful Megan Stoyles Peter Caulfield Sophie Lee Sophie Collins Sophie Sheppard

Meet Sophie Collins

I recruit nurses for some of our major accounts, mainly within nursing homes across the UK.

I grew up in Portsmouth, and moved to Southampton for three years to study Psychology and Education at the University of Southampton.

A fun fact about me is that I love Alpacas.

Sophie Collins

Meet the WR Health Team

Emma Platt Stephanie Wood Josh Moore Dexter Amporful Megan Stoyles Peter Caulfield Sophie Lee Sophie Collins Sophie Sheppard

Meet Sophie Sheppard

I recruit nurses for nursing homes and private hospitals in the Health & Social Care sector.

I’m from Horndean and have lived there my whole life. I studied Travel and Tourism in college as I have a huge interest in traveling and going on holiday. Some of my more recent trips include Australia, America and the Caribbean.

An interesting fact about me is that I met Prince William and shook his hand when he visited some footballers at my previous job.

Sophie Sheppard
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WR Health jobs

Looking for a job in healthcare? We’ve got you covered. Check out our vacancies.

  • Deputy Manager

    Lancashire, England

    Up to £21 per hour + Benefits

    Deputy Manager Lancashire £21 per hour Are you a nurse looking for your next challenge? This is an excellent new opportunity for a nurse with a passion for what they do. This nursing home are keen for a dedicated nurse to join their team as a deputy manager, ready to take on responsibility and provide outstanding care the home already pride themselves on. The deputy manager package includes: - £21 per hour - Free onsite parking - Training - Uniform - Pension scheme Interested in hearing more? Call Sophie Sheppard on 02394 004 713 / email sophies@wr-health.com OR apply now with an up to date CV! WR Health & Social Care are the #1 recruitment partner for nursing jobs, care home jobs and home manager jobs. We recruit UK wide predominantly for nursing home jobs and private hospital jobs. WR is acting as an Employment Agency in relation to this vacancy.

  • Deputy Manager

    City of Westminster, London

    Up to £45000 per annum + excellent benefits

    Deputy Manager RGN or RMN Pimlico £45,000 per annum This Deputy Manager role is in a small home that specialises in Elderly & Dementia Care. The home is part of a large charity with an exceptional reputation not only for the care they provide, but for the support and progression opportunities they offer their staff. This Deputy Manager role is an excellent opportunity for anyone looking to progress. The Deputy Manager package includes: - £45,000 per annum - Life Assurance - 28 days holiday (inc bank holidays) - High Street Discounts - Excellent induction and on-going training - Personal and career development opportunities - Workplace Pension - Free uniform Interested in hearing more? Call Peter Caulfield on 023 9285 2310 or Email peter@wr-health.com RGN - RMN - Registered Nurse - Mental Health Nurse - Deputy Manager - Clinical Lead WR Health & Social Care are the #1 recruitment partner for nursing jobs, care home jobs and home manager jobs. We recruit UK wide predominantly for nursing home jobs and private hospital jobs. WR is acting as an Employment Agency in relation to this vacancy.

  • Staff Nurse

    Northwich, Cheshire

    £16.5 - £17.50 per hour

    Staff Nurse Northwich Days or Nights Available £17.50 p/h + Outstanding Staff Benefits I currently have an exciting opportunity for a Staff Nurse to work for one of the UK's leading healthcare providers at their beautiful, purpose-built medium sized elderly Nursing Home in based in Northwich As the Staff Nurse you will provide high quality, person-centred care for less than c60 residents. You will receive a generous salary of £17.50 per hour along with a range of outstanding staff benefits, including: Competitive salaries (£17.50 per hour) Outstanding training and development opportunities Chances to gain additional qualifications (clinical development & leadership & many more!) NMC fees covered Free uniform Preceptorships and ongoing support for newly qualified nurses Regular development meetings and tailored training plans A range of discounts including fashion, food & drinks & holidays! Why apply through White Recruitment? White recruitment have a specialist team of recruiters who work specifically within the nursing industry, we have been recruiting nurses on a permanent basis for over 12 years and currently have hundreds of jobs within the nursing industry. Results from our recent survey show that 95% of candidates would recommend our services to a friend/colleague. When you apply through us you will be provided with a single point of contact, who will be a specialist in your field, who will remain in contact with you throughout the duration of your search. We offer a free and confidential service with the aim of helping you to achieve your dream job! If you would like to be considered for this exciting Staff Nurse opportunity please apply with an up to date CV. Job Title: Staff Nurse Contact: Jessica Bath, Recruiter Tel: Email: Jessica@wr-health.com WR Health & Social Care are the #1 recruitment partner for nursing jobs, care home jobs and home manager jobs. We recruit UK wide predominantly for nursing home jobs and private hospital jobs. WR is acting as an Employment Agency in relation to this vacancy.

Testimonials

I found WR's representative, Sophie Collins, to be friendly, professional, and supportive. She kept me up to date on what was occurring. She was very efficient. Due to the above, I would recommend WR to all the nurses I know, and provide them with your contact details. Thank you for all your support and assistance. Very smooth operation.

Michaela Rivers, Staff Nurse - Greater London- Sophie Collins

Testimonials

​Thorough, professional approach.

Kamaljeet Sutradhar, Staff Nurse - West Midlands- Dexter Amporful

Testimonials

I was very impressed with Emma, she was very professional and kept me informed every step of the way. She made sure I was happy to have my CV forwarded and was very helpful, offering to give me any assistance needed for the interview.

Linda Morgans, Registered Nurse - Rochester- Emma Platt

Testimonials

Josh Moore was extremely helpful, always quick with responding to my concerns and exceeded in his role. He went above and beyond for me and I am extremely grateful for his help. 5 stars and 100/10 for effort.

Chriso Kyriakou, RGN - London - Josh Moore

Testimonials

Excellent , professional approach and patient in listening and discussing all I wanted. Considered what I needed to know, always answering my questions and inquiries about each job offered.

Anton, RGN - East Sussex - Marlee Moret

Testimonials

Fantastic communication from Peter, he completely understands healthcare homes expectations and needs. Extremely professional, communication is key and Peter does so well with keeping in touch and keeping me up to date. Peter is supportive and encouraging with the hard to fill vacancies.

Clare Sheerin, Resourcing Advisor

Testimonials

I received an excellent service from my agent Sophie Lee.

Deborah Nicklin, RGN - Suffolk

Testimonials

I used Steph as a recruitment consultant, she was helpful, professional and has good industry knowledge. Steph kept in touch, gave me details of potential vacancies and advice with my CV. I would recommend Steph to potential candidates searching a new role within the care home sector.

Suran, Home Manager - Greater London

Valued clients

  • HC One
  • Healthcare Homes
  • Sanctuary Care
  • Nellsar Care Homes
  • Orchard Care Homes
  • Sunrise Gracewell
  • Care UK
  • MHA
  • Hallmark Care Homes
white recruitment, bricks building your career

WR Health news

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@WhiteRecruitmentBlogs

​WR HVACR: What were the biggest trends of the 2010s?In HVACR, the 2010s have seen a lot of change. As we settle into a new decade, we decided to take a look back at the last 10 years, and ask our consultants about the biggest HVACR shifts and trends that they’ve observed. Here’s what they had to say:HVACR trends: legislationOne growing HVACR trend has been the raft of new legislation affecting the sector. In order to address rising CO2 levels, many laws have been created to cut carbon emissions. While some of these have had mixed success – such as the Renewable Heat Initiative (RHI) – the shift towards increased legislation doesn’t look like it’s slowing down. As an industry that plays such a vital role in reducing the UK carbon footprint, any changes will undoubtedly affect HVACR.  There are two recent notable changes to beaware of:Gas boiler ban - In March 2019, Phillip Hammond announced new standards as part of the UK’s growing movement towards sustainability, with fossil-fuel heating systems no longer to be installed in new homes after 2025. F Gas ban – Strict regulations around F-gas refrigerants were introduced to control the use of fluorinated greenhouse gases in Europe. As a result, any owners and manufacturers of refrigeration and air conditioning systems located in the EU d UK need to ensure these are compliant with these regulations. Skills shortages Another trend witnessed across the HVACR sector is a growing skills shortage. With record employment driving up salaries and a notable lack of interest from young workers, companies are finding it harder than ever to fill vacancies. There is also a lack of trainingand development being offered to workers – something that was strongly reflected in our employee satisfaction whitepaper. According to the 5,548 HVACR professionals we surveyed, just 39% believed they have the opportunity to develop with their employer, while just 43% said they received sufficient training.Ultimately, if companies are to address the current skills shortage they will need to produce more talent from upskilling and promoting from within. While there is understandably some reluctance towards this, with companies being hesitant to invest in talent after suffering due to RHI – it is essential for the health of the sector.AutomationThere has also been a trend towards increased automation across HVACR. This is mostly as a result of sustainability and energy management becoming important to the public as well as being required by law. ​WR HVACRThe 2010s have seen a huge amount of changes – and the next 10 years are likely to see further industry-wide developments. However, while some areas have advanced remarkably, in many other aspects the market has remained the same. At WR HVACR, regardless of the external situation, we’ve continued to source and place high quality talent. We have specialist expertise in all aspects of HVACR, assisting small enterprises all the way through to large blue-chip corporations.Our recruiters are highly-regarded in their field: they know the industry inside out and keep pace with developments to stay on top of their game. We deliver timely, stress-free recruitment, and pride ourselves on attracting and placing the best talent.To make your job search as seamless as possible, we offer a range of services: contingent, exclusive, and our brand new model, WR Search. This service saves businesses time and money, providing state-of-the-art insight, behavioral analysis, and advanced tools for candidates to land their dream jobs.If you’re seeking a new position, or are an organisation with vacancies in this area, contact us today 

@WhiteRecruitmentBlogs

​With roles in healthcare being relatively stagnant for some time, recent years has seen the rise of some new roles within the sector to bridge gaps, increase accessibility and reduce strain on NHS services. A decade ago we saw the introduction of the Physician Associate (PA) role in the UK, inspired by the US model to help ease the workload of doctors, PA’s work across primary and secondary care and play a vital role in providing continuity of care for patients with around 600 qualified PA’s as of 2018 and numbers enrolling to study continuing to increase year on year.Last year we saw the first group of qualified Nursing Associates join the NMC register in January. By September 2019 nearly 1000 more had joined bringing the total number up to 1488. This made up just over 12% of the increase of professionals on the register in 2019, a record year for the NMC with over 706,000 registrants able to practice in the UK. But just how much of an impact will the newly established Nursing Associates have on the UK social care sector?The qualification was originally developed in 2015 by Health Education England as a way to bridge the gap of knowledge between care assistants and registered nurses. For the first batch of students in January 2017, 11 NHS trust test sites were chosen to lead the 2 year training programmes with a further 24 sites joining later that year and even more now incorporating the programme. A range of settings are covered across these sites to represent the variety of work places that students could move into once qualified including hospices, community, care homes, acute care and mental health trusts. Although accountable for their own practice and conduct, it’s important to remember nursing associates won’t be a substitute for registered nurses and instead will act as a support for them within the workplace. The list of skills that nursing associates will have includes;-         taking and interpreting vital signs such as pulse, blood pressure and pulse oximetry-         collect and observe sputum, urine stool and vomit samples-         undertake neurological observations-         maintenance of skin integrity-         assisting with personal care-         manage wounds and undertake wound care-         support with hydration and nutritional needs-         make suggestions about appropriate hygienic care-         recognise bowel and bladder patterns to identify problems-         recognise and manage the risk of falls-         administer oxygen, injections and medications through various routes-         support at end of life care Although the number of active nurses on the NMC register has hit a record high, so have nursing vacancies – there are currently estimated to be approximately 12% of nursing posts empty which means a shortage of over 43,000 members of staff in the sector! As the nursing associate programme is much more accessible; needing to obtain level 9 to 4 (A-C) in English and Maths at GSCE level to meet entry requirements, hopefully this pathway will gain more traction later offering those qualified to undertake a nursing degree of approximately 18 months compared to the usual 3 years. Will this help to increase the number of active registered nurses? With nursing associates being able to take on some clinical duties, this will in turn free up nurses time to deal with more complex cases which should if nothing else reduce some of the pressures nurses are currently facing every day.​The nursing associate programme has also coincided with a massive change in the UK – the hot topic of Brexit! Although overall figures on the NMC register have grown by over 8000 nurses, midwifes and nursing associates throughout 2019, figures of EU/EEA qualified staff registered in the UK has hit a worrying low figure, falling by over 1000. What will this mean for the future of our diverse work force in the NHS? Whilst this fact is definitely concerning, it is worth noting that those overseas registering from outside of the EU/EEA to work in the UK has actually grown dramatically by 4065 (a 5.5% increase).​As we enter 2020, there are many questions and debates around the current situations within healthcare.Will the new nursing associate pathway lead to more qualified nurses in the long run? Will they be used to substitute nurses rather than supplement them as intended? There is definitely still skepticism about how it will all pan out but in teams that have integrated nursing associates so far, feedback has been extremely positive so it’s definitely an exciting time to watch the changes coming in the future and hopefully make a dent in improving an overworked (and often unappreciated!) workforce.Most of this information has come from the NHS, so I’d love to hear from managers within social care with your thoughts on the nursing associate pathway, particular in nursing homes.  Have you adopted workers with this qualification in to your services or look to do so in the future?What impact do you think this will have on the sector? Is it going to help?

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@WhiteRecruitmentBlogs

​In transport and logistics, the 2010s have seen a lot of change. As we settle into a new decade, we decided to take look back at the last 10 years, and ask our consultants about the biggest shifts and trends that they’ve observed. Here’s what they had to say:​Logistics trends: DigitalisationDigitalisation has been the major logistics trends of the last 10 years. As the nature of roles and operations have changed – companies are now looking to bring in talent with technical experience. While past operations could be managed with an excel spreadsheet and whiteboard, technological advancement is now making this impossible.However, this sea-change risks leaving an older, more experienced generation behind, with some companies preferring to engage emerging talent. Ironically, though, this group is showing very little interest in the sector. Currently, only 8% of people aged between 11-20 years old consider logistics to be an attractive career option.To combat this, industry figures need to get in front of young audiences to talk about the benefits of working in logistics. Careers advice will also need to be improved, and students should be given exposure to the industry at key decision making stagesin their lives.AIClosely tied in with increased digitalisation is the rise of AI and automation in the sector. While this logistics trend is only just gathering pace, many large firms are automating large swathes of their workforce, with an eventual view towards driverless vehicles and automated warehouses. This will undoubtedly have a huge effect on the talent landscape. For example, some clients we work with have introduced innovations such as voice picking in warehouses. At Ocado, the company has spent the last few years designing highly automated fulfilment centres. One such operation in Andover is set to process 3.5 million items, or around 65,000 orders a week. Whether this trend will extend out to SMEs and smaller operation remains to be seen. BrexitFinally, like almost all other sectors, Brexit has had an effect on logistics. The prevailing impact of Brexit has been to introduce widespread uncertainty to the sector. As transport and logistics relies on large numbers of EU talent, companies could potentially befaced with a murkier picture when it comes to hiring.However, on the whole, organisations have been holding fire on making change to their talent strategies, as uncertainty has been so high. Despite this, one area where we have seen increased demand is for workers with customs experience. Our own data has shown a 183% rise in demand since last year. WR LogisticsThe 2010s have seen a huge amount of changes and trends in logistics – and as technology gathers pace – the next 10 years are likely to see further industry-wide developments. However, at WR Logistics, regardless of the situation, we’ve got the expertise to ensure both business and workers thrive. Our consultants possess an in-depth understanding of the sector and the needs of clients and candidates. We’ve managed staffing requirements for some of the largest organisations in the UK, covering positions of all levels. We connect the best talent in the logistics industry with exciting career opportunities at fantastic organisations.To make your logistics job search as seamless as possible, we offer a range of services: contingent, exclusive, and our brand new model, WR Search. This retained service saves businesses time and money, providing state-of-the-art insight, behavioural analysis, and advanced tools for candidates to land their dream jobs.If you’re seeking a new position, or are an organisation with vacancies in this area, contactus today  

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@WhiteRecruitmentBlogs

​What were the biggest health and social care trends of the 2010s?In health and social care, the 2010s have seen a lot of change. As we settle into a new decade, we decided to take a look back at the last 10 years, and ask our consultants about the biggest trends that they’ve observed. Here’s what they had to say:​Health and social care trends: Nurse shortagesThe most notable health and social care trend over the last decade has been a vast increase in vacancies, as the staffing situation has become a crisis. With reports projecting that there will be a shortage of 108,000 full-time nurses in 10 years this demand looks set to continue in this area.  While the creation of the nursing associates’ role has taken some of the burden off of hospitals, it’s a sticky plaster that won’t fix the current issue. Ultimately, there will need to be innovative solutions to solve the crisis. Studying nursing must be made more attractive, and there must be viable ways to recruit nurses from overseas. BrexitWhile most of us are sick and tired of it – Brexit has had a large effect on the industry. EU nurses play a huge role in the sector – making up 65,000 of the 1.2 million healthcare workforce in England. Therefore, a restriction to the availability of EU professionals is far from ideal.However, over the last couple of years, uncertainty over Brexit has led to almost 5,000 nurses and midwives from EU27 countries quitting the UK. The number of EU-trained nurses and midwives fell from a record high of 38,024 in March 2017 to 33,035 in March 2019. In fact, in 2018/19, only 968 nurses and midwives from the EEA joined the Nursing and Midwifery Council’s (NMC) register, a decrease of 91% since 2015/16.DementiaIn the last decade there has been a phenomenal increase in demand for dementia nurses. At WR, we’ve seen a shift from hirers seeking more generalist adult nurses to mental health nurses with experience in dementia care. In fact, our own data shows that vacancies for workers specialising in this area has skyrocketed by a staggering 304% in the past year alone. While government plans include an increase of 4,000 nurses, 5,000 support workers and 600 social workers – the mental healthcare workforce has barely grown since 2009. Unfortunately, this has created a situation where demand has gone up, yet funding has gone down.Care Homes There has also been a vast number of care homes closing down, with 400 operators shutting their doors in the last five years, buckling under the pressure of funding cuts, debt and rising costs. In fact, according to industry analysis, a staggering four in 10 home care workers leave their roles every year.​WR HealthUltimately, the 2010s were definitely eventful!  While these were the biggest health and social care trends that we’ve seen – please get in touch if you feel like we’ve missed anything – we’d love to hear your thoughts. While there may seem like a lot of doom and gloom, regardless of the situation in the sector, we’ve helped many organisations address talent shortages and plenty of individuals find their dream jobs.  With a client base of over 6,000 organisations, we’ve placed experts in elderly care, mental health,dementia care, brain injury nursing and rehabilitation, pre & post-operative care and residential care.All of our consultants possess an in-depth understanding of the sector and the needs of our clients and candidates. Responsiveness and commitment to best practice are at the foundation of our approach in building strong relationships.To make your health and social care job search as seamless as possible, we offer a range of services: contingent, exclusive, and our brand new model, WR Search. This retained service saves businesses time and money, providing state-of-the-art insight,behavioural analysis, and advanced tools for candidates to land their dream jobs.If you’re seeking a new position, or are an organisation with vacancies in this area, contactus today 

Tl

@WhiteRecruitmentBlogs

At WR Logistics we love rewarding hard work and celebrating success! That why we decided to create the WR Candidate of the Year Awards. This years winner was Matt Francis from KTL Europe , we decided to pop down to their office to say well done to Matt in person, give him his trophy and his voucher, and give KTL their voucher for money off their next placement with us. Here's what they both had to say...A Quick chat with Matt our Candidate of the Year​How was your job search going before using WR? Pretty awful I wasn’t getting anywhere when I decided to leave my last place. Why were you looking for a new job? Relocation and better hours, because I was just working every hour imaginable before this job. I'd moved from the Heathrow area and so I was commuting twice every day, so i'd had enough and I didn’t even finish before 7pm at the earliest. Where do you live now? I live in the center of Southampton now, so much nearer, about 5 miles away, I get the train in now so I don’t even need to drive, it’s lovely. And your hours are better now? Much better, stable business hours.How was the support after the placement from WR? Yeah, it was very good, I had emails and phone calls to make sure I was alright. Matt, my recruiter, emailed me on my first day and then Lisa, from your on boarding team, checked on me a couple of times.How has your time been at the company so far? Very good very positive, we’ve grown, we’ve already been busier than we thought we would be. I think when I started we were doing like 1 or 2 jobs a day now today we’ve got 20-30. So yeah we're growing, and growing in a very difficult time, so its very promising. What’s been your highlight there so far? I think that would be my highest scoring sale, I made 1K profit in 1 hour.Would you recommend us to a friend? Yes, I have done!A few questions for Myles Daly the Managing Director...How How long had you been looking to fill this position before using WR? I had just started to try and find someone using LinkedIn and the job websites, but had no luck so when Matt from WR called and said he could help I thought it was worth a try.Were there any special requirements for this job? I wanted someone keen to learn and grow, with a good basic understanding of the industry.How would you describe Matt’s performance since working for you? Matt has helped to develop our EU Road departments and has been adaptable and learned very quickly and is a great guy to have in the office.Would you use WR when hiring again? I most certainly would yes!​If you’re seeking a new position, or are an organisation with vacancies in this area, contact us today

Ir35

@WhiteRecruitmentBlogs

​What does IR35 mean for nurses?At WR Health, many of our nurses have been in touch with us to ask about the upcoming changes to the IR35 legislation and how they will affect the way they work. Here’s what you need to know...IR35: What is it?IR35 legislation, is a set of rules that help determine the tax and National Insurance a nurse should pay based on the nature of their working arrangement.Your tax statusTo figure out whether you fall inside IR35, you have to be categorised by HMRC as ‘employed’ or ‘self-employed’. This is determined by various factors such as your responsibilities, or the degree of control you have over what work you do and how you do it.This means that nurses may not always be seen as ‘self-employed’ if they work through a PSC. However, if you are not deemed to work ‘within IR35’, no additional taxes should be deducted. We recommend that all nurses read governmentguidelines and seek advice to correctly determine your own employment status. What is changing?So, from April 2020, IR35 will be rolled out to the entire private sector - but only for companies that are large or medium sized; these are companies – meaning most care homes and private hospitals which are part of a larger organisations will fall into this category. Here are some of the various scenarios nurses face and the IR35 implications that will go with them:Working in a large or medium sized companyFrom April 2020, it will be the responsibility of the ‘end user’ (e.g. the care home) to determine your employment tax status if they are part of a large or medium sized company.Working as a PSCIf you are working through a PSC but the care home determines that you are employed by them, you will need to pay your own tax and National Insurance out ofyour received pay as if you are a PAYE worker.If you are working through a PSC and the care home determines you are self-employed, you will be paid as normal, but the company will need to report any payments to HMRC.Working as a PAYE employeeIf you are working as a PAYE worker, you will continue to be paid as normal.Working in a small homeAfter the April 2020 rollout, the responsibility for determining the tax status will still remain with the individual workers.Seek the right partnerI know, boring stuff right? All of this new legislation can be a real headache.We know that working agency via your own company can have its benefits and although it might not affect you personally – this is a great opportunity to ask yourself “is agency still working for me?”As a recruitment company that solely works on permanent vacancies, we’ve seen the private sector take note of who their work force are and what they need in a career.Flexibility, good salaries and work life balance (it doesn’t have to be a myth!).WR Health have over 10 years’ experience in recruiting nurses for the private sector and over that time we have created an incredible client base of employers that are looking to provide jobs that suit their staff – not just their pocket!Our consultants know these companies back to front and are more than happy to share any knowledge they have about the healthcare sector with you.If you’re a nurse looking for a company that can offer you permanent hours, holiday pay, company pensions and their own added benefits, get in touch with us, we’re here to listen and find you something that suits you.