CANDIDATES LOOKING FOR WORK
Nursing graduate with qualifications in nursing and experience in social care services.
Qualified nurse with several years of experience in the Greek Health System (Ε.Σ.Υ). Specialism in intensive care.
Highly qualified nurse with further qualification in gerontology studies
Qualified nurse with several years of work experience in the elderly care environment.
Individual with over 10 years of work experience in both nursing and the elderly care sector.
IT proficient and adept in technology applications for monitoring elderly care patients.
Nursing graduate with qualifications in nursing and experience in social care services
Qualified nurse with severall years of experience in the Greek Health System (Ε.Σ.Υ). Specialism in intensive care.
Trilingual with international experience in elderly care in the EU as well as the USA
Recent graduate with strong aptitude to learning interested in offering her services to the elderly
Prolific nurse with great performance record in intensive care and great awareness of hospitalization service demands.
Experienced individual with medical service to the military servicemen.
I want to work!
Stage 1
The desire for work is the first message we get from people. We respect such desire.
It is the first stage in our investigative work for identifying strengths and weaknesses and ‘where’ this person could be a good match.
Like all agencies, the quality of their work comes down to the level of detail and how diligently understand and respond to client needs.
A lot of our time is spent with educating people with what the UK labour market requires. Moreover, how current changes on immigration and the introduction of a ‘points’ based system is going to create obstacles as well as opportunities for people.
Why do you think you can make a difference?
Stage 2
Unravelling the real profile of a person remains a time and painstaking process.
We start by asking the important questions about skills, competencies, knowledge and capacity.
Our discussions lead to a better understanding of what people think they can achieve with the reality of what they can achieve at work. Understanding gaps gives us the opportunity to have more conversations about personal qualifications and security a niche position. For example, some people seem to have the qualifications but miss having some formal recognition from the respective organizations in the UK.
Our screening process remains vigorous because we understand that it is not possible for someone to fake it in the workplace. Even if they are able to do so they will be found out and this will eventually look bad on us as a recruitment agency. We cannot afford this to happen for our own reputation. Therefore, we do not care how many people are actually recruited but rather how many are able to meet the job’s demands once they are recruited.
Skill Gap Analysis
Stage 3
We are a passionate team! We like passionate people! Our skills gap analysis is the stage where we identify what people can do with what else they might need to do for becoming ready.
In many occassions we experience the case of candidates who need to improve on a particular area of their skill. By working in a friendly and supportive atmosphere our goal is to have honest discussions. Being Greek ourselves we might raise the tone of our voice in conversations but we are not offended and do not offend others!
Having earnest conversations remains part of the process and understanding the Greek way of thinking as well as the British way of thinking. We think of our clients as the people that will need to have the last word. However, we also think of the valuable time we need to spend going through the motions and clarifying peoples’ priorities. Human Resource Management is a peoples’ job and it is imperative to be able to make the necessary provisions in order to identify others.
We find that there is lots of sincere desire for work. There is a lot of capacity in people. The various economic constraints are pushing hard people to consider their options. It is a difficult time for people and finding work comes down to having a set of skills that are unique, specific, or generic but can make a difference when they are being put to the test.
Most of our resources are spent with creating the right mindset so that people understand the skills that they seek to communicate they have in order to appear appealing to an employer and the qualities that they strongly possess and makes them stand out from others.
We spend time on the emotional front helping people understand how to create a sense of resilience for themselves. Encultruating people means spending considerable time discussing about expectations and the realities of the working environment. Developing scenarios and generating case studies is one of our method with which we seek to reduce any operational gaps. We seek to ensure that people know what is expected from them and what they need to do in order to successful champion performance.
A lot of our work is in the background. However, we demonstrate our competitie advantage when our clients see how our candidates are proficient in their range of skills.
Recruitment agencies come to play a prominent role in the UK not so much with the resourcing of people but rather with the level by which they do the hard work for their clients. It is always a temptation to present the case in vivid colours in order to make it appealing. However, it is a widely accepted premise that the recruitment process is a journey and candidates need to identify their process as part of their own development. The same applies to employers who might consider possessing the decision making power for making a vacancy available in the first place. Our role is to utilise our resources effectively so that we can do the hard work and ask the difficult questions. By doing a lot of the preparatory work we spend valuable time understanding what is more seminal theme in recruiment, namely, ALIGNMENT. Alignment is the core principle behind everything we do. We know how to evaluate peoples’ strengths for making recommendations on how they can become part of teams. We make propositions on how and why people might produce their best performance under certain circumstances.
We focus on recruiters coming from Greece mainly because of two reasons.
First, because we understand the many benefits of a people with resilient culture. Second, the elderly population is found in a central place of the Greek family in Greece.
In spite of the times changing, there is still a good amount of respect and recognition for the elderly because it is a cultural traits embedded into the Greek culture for millennial.
Nursing homes are not as widely disturbed in Greece as they are in the UK. When people come to offer their services the family is still actively engaged in the process.
This strong cultural inheritance is a strong quality for the Greek population and we consider it an operational strength on which we also support our business model.
We are not naïve to assume that ethnicity equates skills and competencies. Screening and training are pivotal for understanding how recruitees can add value to their employer.
However, it is also important realize that ethnicity remains an important cultural characteristic that can make a difference on how people identify with their work or obligations.
Our Added Value Proposition
You cannot make an omelette without breaking eggs!
There is a lot of change taking place in the UK as well as the EU. Some countries are impacted more than others because of the difficult economic situation. In spite of all the challenging conditions surrounding us it is possible to thrive during the difficulties with the appropriate preparation and strategy. We believe that the profile characterists of our candidates are strong. They are down to earth. They are not fooled by impressions. They tend to be pragmatic and do what is the right thing when it matters. Our screening methods are vigorous to identify areas where people might misrepresent themselves. We have a strong work ethic and become attracted to people that want to become part of our team. We do not beat round the bush. We know how to do the work that matters and give the best possible service to people at the point when they are vunlerable. This is how we add value to our clients. This is why you should also try to use our services and enjoy our added-value for yourselves.
Qualifications and Recognition
Nursing, Social Care, General Elderly Care, Special Needs
We work across a wide pool of candidates many of whom have academic qualifications and strong work experience record. We work with the UK accreditation bodies in order to ensure that academic qualifications are recognized. As Greece remains highly bureaucratic when it comes to employment accreditation and rights of work, people tend to find the process much easier for demonstrating how the content of their studies correlates with a counterpart set of skills. We make sure all issue regarding accreditation are dealt with prior to the candidates becoming available for work.
