Integra People support both public and private sector healthcare settings by placing trained nurses, healthcare assistants, support workers and qualified social workers on a temporary, contract, and permanent basis.
We have an extensive database of high calibre candidates, and our industry specialists have the expertise to provide the right candidate for each client.
We take great pride in matching the ideal staff in the most suitable settings and are passionate about the professional and supportive service we provide our clients and candidates.
Because our job roles involve staff working with vulnerable adults and children, we have a duty to ensure that all the staff we supply have been vetted appropriately, and we will ensure our vetting service matches your specific requirements.
Should healthcare candidates require additional qualifications to increase their skillset for a particular role, we provide a range of courses using our bespoke e-learning programme.
We put our success down to our excellent knowledge of the sector, rigorous quality and safeguarding standards, superb consultant training and a commitment to helping both our staff and candidates grow and develop as professionals.
Our consultants have a wealth of experience in the healthcare sector and are passionate about providing solutions to fulfil all clients’ requirements, no matter what time frame is agreed.
For more information on how Integra Healthcare can support your recruitment needs, get in touch by finding your nearest branch, here.
View our healthcare jobs below
Hot Jobs
News & Blog
August 09,2018
Integra People appoint Head of Education
Leading national recruitment agency Integra People is proud to announce the appointment of Debbie Unsworth as Head of Education for its existing growing division.
David Lewis, Managing Director at Integra People, said: “Integra Education was launched in response to client and market demand, and we are pleased and excited to pay considerable attention and invest in growing the team, to ensure we continue to provide a quality service.”
Debbie joins the business with almost 20 years of recruitment experience, specifically in the Education sector, and is based in Integra People’s head office in Warrington.
She said: “I still loving finding the perfect role for my candidates, and I get a huge buzz from knowing that I did a great job and provided the best service to one of my schools and teachers.”
“I think that the Education sector is currently facing many challenges, and there is a shortage of teachers. When this is combined with budget restrictions, it makes for a difficult time for schools.
I chose Integra People to work with as they empowered me with a certain level of freedom to do what is right for the schools and not just the agency. I want to make our service affordable to the schools whilst still providing outstanding service.
I feel that Integra People can become the number one choice for both schools and teachers by working together to provide a personal, friendly and professional service.”
Also joining her team this month is Jackie Edwards, a SEND consultant, who has not only recruitment experience but after over 10 years as HLTA in Primary school, she also has an excellent understanding of how schools operate and how best to help them with their requirements.
Speaking about her new opportunity, Jackie said: “I have had such a warm welcome from everybody here at Integra, and I am very excited to get started.”
News & Blog
August 02,2018
UK Construction activity unexpectedly expands in July
Britain’s construction industry has gained momentum and grown at its fastest rate in over a year, boosted by the biggest increase in house-building since the end of 2015.
According to the Purchasing Managers’ Index (PMI), construction jumped to 55.8 from June’s reading of 53.1, and a reading above indicates growth. It was predicted to be a slowdown in growth to 52.8.
These figures are a huge contrast to the weak start to 2018 (which as a result of unusually icy weather, saw the first quarter output fall by 0.8%) and the overall tone from the construction industry was positive.
“While the recent rebound in construction work has been flattered by its recovery from a low base earlier in 2018, there are also signs that underlying demand conditions have picked up this summer,” HIS Markit economist Tim Moore said.
New orders flowed in at the fastest rate since May 2017 and both house-building and employment in the sector rose by the most since December 2015.
A general improvement in client demand has led to successful contract negotiations on large scale projects across the community. It has sparked a jobs boost, resulting in the largest rise in employment numbers in two and a half years.
However, rising demand has led to longer lead-times across the construction supply chain and construction companies are still cautious about the business outlook in the year ahead. The survey also showed that Brexit-related uncertainty continued to weigh on business sentiment.
Duncan Brock, group director at the Chartered Institute of Procurement & Supply (CIPS) said: “Rising demand meant that supply chains creaked under the strain and delivery times lengthened to the greatest extent seen in 12 months.”
“Material shortages, limited inventories and capacity pressures bore down as constructors caught up on previous weather delays and stocked up for new orders.
Though optimism remains at lower-than-average levels, with the biggest rise in job creation since December 2015, there’s some conviction that the future is brighter, at least in the short term,” Mr Brock concluded.
News & Blog
July 31,2018
The difference between temporary, contract and permanent positions
The three most popular categories of jobs are: permanent, temporary and contract work, and each boast their own range of advantages. Understanding the difference is vital for knowing what you want when applying for jobs.
Temporary and contract assignments often use interchangeable language, and the different language used may just describe the length of employment, and the significant differentiator in a contracts compared to permanent work is your own employment status with a client/employer.
If you are still thinking, ‘what is the difference?’, or wondering which one you should choose, read on to find out the differences and advantages of each:
Temporary
Some clients require a member of staff to work with them on a flexible basis, and when you work in a temporary position, there will be an end date for the period of employment. Typically temporary assignments can be for illness cover, increased workload cover and maternity/paternity cover.
For many, one of the main benefits of this work is the flexible hours, as you may only be required to work 1-2 days a week, or for a specific period each day, which enables you to maintain other commitments such as childcare or studying.
Doing temporary jobs means you can try out different roles in different settings to determine what line of work you are suited to and to build up your experience. Working like this means you meet a wide range of people and can network, which is ideal for when you need help finding another job.
According to the Agency Worker Regulations that came into effect in 2011, temporary workers are eligible to receive equal treatment after 12 weeks in the same job with the same client. Many temporary employees go on to be employed as permanent members of staff.
Contract
Clients sometimes require specialists for the completion of a particular project or task or during a busy period. The work may not always be defined by a period of time, but by the successful achievement of the specified objectives.
With contract work, contractors are usually paid a fixed rate of pay and pay for a contractor can be up to three times the amount of a permanent employee due to their flexibility. You may be self-employed, or an employee that works for a client and is employed by an agency.
Similar to temporary jobs, other benefits of contract work include being able to sample many different roles and employers, networking opportunities and the opportunity to consistently develop on your skills and experience in your field.
After completion of the task, the contractor will leave the company, however once one contract comes to an end it is usually easy to start another one quickly.
Permanent
Some clients require members of staff who can work with them on a permanent employment contract. If a permanent position is offered to a candidate, it will be a long-term role and it will only end where the employee wishes to leave.
A permanent job is ideal for those who want a strong feeling of job security, the chance of career progression and regular income. Some people feel more comfortable being in a job for a long time and prefer to develop their skills within one company.
Many people also enjoy high job satisfaction from building long-term relationships with colleagues, and being able to see progress and results of the work they put in.
Permanent employees are also entitled to all benefits offered by the employer, for example bonuses, maternity leave, paid holidays, sick leave, pension scheme, and health care.
It is a good time for choice within the job market, so if you are not sure about which route to go down, you are in a strong position. If you need any further information about job types or would like to find out what roles are available to you, please contact Integra People on 01925 838 600 or email contact@integrapeople.com.
News & Blog
July 26,2018
Beginner’s guide to becoming a Healthcare Assistant
Healthcare assistants have a dynamic role that changes on a day-to-day basis, and if caring for vulnerable people makes you feel good, it will be an extremely rewarding career.
If you have ever thought about becoming a healthcare assistant (HCA) and want to find out if it is for you, please read on for our beginner’s guide.
Job description:
It is a hands on job, and you will be an important part of any medical team. A healthcare assistant typically works in all areas of healthcare, supporting doctors, nurses and other healthcare professionals. They may work in hospitals, GP surgeries or care homes.
Duties include emotional and physical care for patients, and a variety of tasks from:
Helping patients wash and get dressed
Helping to feed the patient and put them at ease
Making beds
Taking blood
Dressing and cleaning wounds
Monitoring the condition of the patient such as temperatures and blood pressure
Sterilising medical equipment
Managing medical supplies
Communicating with relatives
Updating medical professionals about the patient’s progress
Skills required:
The ability to relate to people of all ages and backgrounds and remain calm in tough situations are a must, but what other attributes should a healthcare assistant candidate possess?
Good listener
Organised
Proactive
Can follow instructions accurately
Act with discretion and trust
Caring and sensitive nature
Kindness and respect
Approachable
How to get started:
Desirably, a candidate would have the following entry requirements:
GCSE’s in English and Maths in Grades 9-4 (A*-C)
A healthcare qualification
Paid or unpaid experience in health or social care
You could get started by doing one or more of the following:
Volunteer – volunteering at local care homes around your area shows passion and integrity and the invaluable first-hand experience will give you an edge in a HCA interview.
Apprenticeship – an apprenticeship can help you combine practical training with studying and gives you the chance to work in the career you want to straight away. Many apprenticeships also end up with the apprentice being offered a role in the establishment.
Home care – this is a similar environment to that of a healthcare assistant, and as many home care positions require no previous experience and training is provided, it can provide experience that makes you appear more attractive to HCA employers.
Courses – applying for a HCA role with the relevant qualifications is certainly going to boost your chances, and there are plenty of online courses available for people to study in their spare time.
Progression opportunities:
Working as a HCA can open doors, and as you become more experienced there are several routes you could take if you wish to develop your career. You could become:
Senior HCA providing training for new HCA’s
Assistant Practitioner
Social Worker of Support Worker
A healthcare professional such as: Nurse, Midwife, Radiographer or Podiatrist.
If you thrive from interacting with people from all walks of life, with a desire to help and provide for those in need, becoming a healthcare assistant could be the making of you.
Integra Healthcare are happy to assist you with any further questions you may have. To find out more about healthcare assistant roles in your area or for a confidential conversation about your career, please contact a friendly member of the healthcare team on 01925 839 820 or email healthcare@integrapeople.com.
News & Blog
July 25,2018
Why you need to fix your Social Media before a Job Search
Social media posts are a reflection of your character, and often the first impression employers will have of you, therefore it is important to pause and reflect on your own profiles before embarking on a job search, and consider what recruiters are reviewing on your virtual resume.
Though we live in a digital age, some candidates are still not tailoring their online profiles when applying for jobs. Your social print is as important as tidying up your CV, so special consideration needs to be taken.
Because long gone are the days where candidates are assessed purely on their interview, CV and references, and recruiters now have a whole lot of information at their fingertips about you from all of your social media profiles, potential candidates need to be savvy when it comes to fixing up their social media and giving themselves the best chance to secure the job of their dreams.
Oversharing some personal information which may be incriminating such as inappropriate pictures or content can go against you, and a negative profile can be what makes you miss out on a job, even if you are a great candidate in all other areas.
Wondering what else recruiters will find a turn off?
‘I hate my boss’ style posts
Rude language
Discriminatory comments
Poor communication or sloppy grammar
Unprofessional screen names
Information about the use of drugs and alcohol
Extremism/racism/sexism
Angry or extremely negative sounding status updates
Recruiter’s digging deep into your digital footprint might seem scary or worrying, but there is no reason why you cannot use this to your own advantage. If you are hoping to secure a role but wonder what your social persona will showcase, try these tips:
Use engagement responsibly, as when you like/comment/share a post, it is equal to promoting it.
Have a good look at each profile, as though you are a recruiter, and think about how things might affect your potential to secure a good job.
Adjust your privacy settings accordingly, to show only the content/photos you want to be seen.
Think about what will make you stand out from the crowd – what have you done for the community? Are you a member of any civic groups? Do you volunteer? Have you completed a half marathon? This is your chance to shine, especially if any of your interests or voluntary work relate to your industry.
Whatever profession you work in, ensure your LinkedIn profile is up to date and does not contradict your CV.
Using social media is an individual choice of course, and you may think maybe it is more hassle than it’s worth, and decide to delete your profiles. If social media and technology is not directly relevant to your profession, it might be completely acceptable to go down this route.
However, it can raise suspicion if you have no presence at all, as perhaps you have something big to hide, or if your role entails using the latest technology, it may raise concerns about your lack of technical ability and knowledge of digital trends.
Social media is a fantastic tool which when used correctly can really give you the edge, so ensure you are ticking all of the boxes with an exemplary virtual footprint.
News & Blog
July 23,2018
10 Signs it is Time for a New Job
Have you been struggling for a while and find yourself wondering if you’ve waited long enough to move on? Or are you just at the beginning of having workplace doubts, and wonder if your worries are normal?
Sometimes it is not easy to move on, but sometimes staying put is not the right decision. Here are some signs that your job is not making you happy and you might need to pursue a new direction:
You are already thinking about it
If you have already been mulling over the thought of leaving your job, and finding something new, this is a clear indicator that something is not right, as chances are if you were completely happy you wouldn’t even entertain the thought of jumping ship.
Your work dominates your conversations
If conversations with friends and family become dominated by negative chat about your job or workday, and you find yourself constantly talking about work, this could be a sign to find a new job. Of course wanting to vent can be normal, but if you are consumed by it, it will feel difficult to focus on anything but work-related stress, which is bad for mental health.
Your sleeping pattern is disrupted
If you are struggling to sleep at night and dreading the thought of work, it can lead to a lack of energy, anxiety, restlessness and irritability. Sleep is so important to your health and without it it is difficult to function to the best of your capabilities, making the working day even harder. If your work anxiety makes your sleeping pattern a nightmare, you may need to have a long think about whether a new job would significantly improve the situation.
You have physical symptoms of stress
If you find that during this job you seem to frequent colds, headaches and other physical symptoms much more than ever before, they could be the result of physical symptoms of stress. Perhaps your appetite is supressed or you are eating more than usual but have been having trouble pinpointing the changes – your work life could be a huge factor.
You are less productive
Instead of aiming to go above and beyond you are always scraping by with the bare minimum and are much less productive than when you began in the role, it may be a sign that your heart is no longer in it.
You feel undervalued
If it is in fact the opposite, and you are pushing yourself every day and putting in long hours to prove your worth yet being met with no appreciation, this can seriously impact your motivation. If your hard work is going unnoticed, this can lead to frustration and resentment, which is going to impact the quality of your work and happiness.
You are bored
If every task is boring and you are checking your social media accounts every ten minutes, and if you begin to realise the only reason you are there is to collect your pay check, you might possibly need to a more mentally stimulating job.
You are stuck in a routine
Sometimes our roles stagnate and we suddenly realise we have been doing the same thing since day one. If this is you, you might not feel challenged to push your boundaries or accept new responsibilities, which can make you feel stuck in neutral. You should always be learning and developing, and if you have asked for more challenges or opportunities and are not being given anything, being stuck in a routine may lead you to look elsewhere.
You feel anxious and stressed
Is your stomach in knots every morning when you wake up, and every Sunday evening as the working week looms ahead? A certain amount of stress in a job is normal, and even useful sometimes as a push to get things done, yet the problem lies in consistency. If you are feeling unhappy on a regular basis, it is more than just a bad workday, and the stress is having a big impact.
You are irritable around loved ones
When you are stressed at work it is sometimes easy (though unfair) to take out your emotions on those closest to you. If you find yourself snapping at loved ones and becoming inexplicably grouchy, maybe your job is the reason. Work is such a huge part of our week, and we may spend more time with colleagues than our spouses, therefore your career can have a huge impact on how you feel out of work. If you find you are far less grouchy on the weekends, it might be time to find a job where every day feels like a weekend.
Do you find yourself nodding along to some or all of these points? Knowing where and when to start with finding a new job can be daunting, but being in a job you love will be worth it and rewarding in many ways.
If you decide it is time to search for a new job opportunity, please get in touch with one of our friendly recruitment consultants on 01925 838 600 for a confidential conversation.
News & Blog
July 18,2018
Teacher Interview Questions
The best candidate will be able to explain and demonstrate why they are the best person for the job and for the school, and give personal rather than just generic answers to the questions they are asked.
Before your teacher interview, make sure you are prepared for a range of questions, and research the school district and the school where you will be working if you are hired.
Some common teacher interview questions:
What makes you a good teacher?
It is important to highlight your relevant skills here, such as organisation, communication and critical thinking. Aside from enjoying working with children (obviously important) you need to outline what else you can offer and provide examples.
What do you enjoy most about teaching?
The interviewer is looking to see your passion and enthusiasm for teaching here, and wants to hear that you are keen to build relationships with students and staff, become part of a community and that you ultimately want to see students develop.
Tell me about a time when you dealt with challenging behaviour and how did you manage the situation?
It is worth ensuring the interviewer knows that you understand that managing challenging behaviour is different for every assignment and that each school has different policies. When giving an example, focus on de-escalation and knowing the triggers, and how you attempted to prevent challenging behaviour and promote positive reinforcement. Outline an example in which you dealt with the situation in a professional, calm and compliant manner.
Tell me what you would do if a child came to you in confidence to speak to you about an incident either at school or at home?
There is a certain protocol that teachers abide to when a child comes to them in confidence, and this revolves around reassurance and escalation. The interviewer is keen to know that the candidate will not keep the student’s secret, but will listen to the student and explain to them that the information will be shared with someone who can help further.
What are your strengths and weaknesses?
When answering this question, first think about strengths that can be applied to the role and give specific examples. If you can demonstrate that this strength is critical to the success of your job, it will convey that you are somebody who they should invest in.
The weakness question is one that many candidates dread, yet it is a popular one and needs to be answered well. Do not be afraid of discussing real life weaknesses from your career, as by doing so you are demonstrating that you have the insight to realise your flaws and you are continually learning and evolving. Personal reflection is a great way to improve, so back up your flaw with how you overcame it.
It is important to come prepared to the interview with questions, as it demonstrates your enthusiasm for the position. Good questions for the candidate to ask the interviewer are:
What are the goals for the school?
What do you think are the school’s greatest strengths?
Do you get a lot of support from the community?
How many students are in an average class?
Is there a set professional development plan for teachers?
N.B: Avoid questions about salary, benefits and holidays, and make a list of your questions ahead of time.
If you would like further advice or are interested in applying for a role as a teacher, please contact a friendly member of the Integra Education team on 01925 594 203.
News & Blog
July 16,2018
Manufacturing’s importance in the North West
A new report claims that industry is increasing its importance to the North West economy, with the total number of jobs growing by 4.5% since 2010.
Brexit, Industry 4.0 and economic uncertainty are all challenges that the manufacturing industry in the UK faces. Despite these challenges, a new survey has revealed that the North West is still a manufacturing powerhouse, with industry being of vital importance in this area.
The report from EEF claims that 350,000 people work in manufacturing, and there have been 15,000 jobs created since 2010, recording healthy output and order balances and a healthy demand from both home and foreign markets as a result.
The region also accounts for 15.4% of the total UK manufacturing output, which is the second highest in the UK.
Richard Halstead, Director of Member Engagement for EEF in the North, said: “The report shows that industry continues to have an increasingly vital role to play in the North West.
The last year has seen a strong performance with lofty heights being reached in the second half of last year and it is no surprise to see some easing back in the first half of 2018.”
Graham Ellis, director and head of manufacturing at BDO in the North West, said: “Local manufacturers have delivered another strong performance. Manufacturing is a real powerhouse sector for our regional economy, creating jobs and opportunities in both domestic and international markets.
However, it is crucial the government does not lose focus on the importance of UK manufacturing as we endure the twists and turns of EU negotiations. A long term, practical Industrial Strategy that delivers a positive trading environment for businesses post-Brexit will be important to the future success of our manufacturing heartland.”
Brexit offers opportunities as well as threats, and companies need to consider their routes in order to differentiate themselves from competition and demonstrate why they are better than the rest.
If you want to find out what Industrial and Manufacturing jobs are available, please contact a friendly member of the team on 01925 839 823, for a confidential chat about your future.
News & Blog
July 11,2018
Are Primary School SATs putting too much pressure on children?
Despite a rising number of pupils passing their SATs tests, teachers’ unions fear they place too much pressure on young children.
A higher proportion of 11 year old primary school pupils are achieving in the new tougher national curriculum tests, often known as SATs. The tests (reading, writing and maths) were passed by 64% up from 61% in 2017.
In reading, 75% reached the expected standard, compared with 71% last year. In maths, 76% reached the expected standard, up from 75% last year.
Many figures in education argue that KS2 tests place excessive pressure on young children, and are used to represent a school’s performance, and this can be an inaccurate representation.
Julie McCulloch, director of policy at the Association of School and College Leaders, said they had received reports about children crying and having nightmares about the assessments.
“Schools do their best to protect their pupils from stress and anxiety, but action is clearly needed to reduce the pressure of the current system.
The problem is not the tests themselves but the fact that they are used as the main way of judging primary schools and the stakes are extremely high. In reality, four days of tests out of seven years of schooling can never provide anything more than a snapshot” she said.
School Standards Minister Nick Gibb has a positive view of the purpose of the school curriculum. He said the results reflect rising standards in primary school.
“A good primary education lays the foundations for success at secondary school and beyond,” he said.
“That’s why we introduced a more rigorous, knowledge-rich primary school curriculum – with an emphasis on reading and fluency in arithmetic – to ensure every child is helped to reach their potential from the moment they start school.”
News & Blog
July 03,2018
NHS Doctors and Nurses - Immigration Changes
The Home Office has said that foreign medics should be excluded from the government’s cap on skilled migration.
NHS groups welcomed the decision to relax immigration rules to allow more doctors and nurses from outside the EU into the UK to work, claiming it would be a “huge relief”.
The current cap for non-EU skilled workers is set at £20,700 a year, which makes it hard to fill vacancies in the NHS.
According to Global Future, 12.5% of NHS England’s staff are from overseas. That number rises to 45% in certain specialities, such as paediatric cardiologists and neurosurgeons.
The Tier 2 Visa’s bring skilled workers to the UK from outside the European Economic Area (EEA) and Switzerland, but since 2011 there has been a cap on the number that can be issued.
NHS England had 35,000 nurse vacancies and nearly 10,000 doctor posts unfilled in February, according to an NHS report. Recently the cap has been exceeded for several months in arrow, due to demand for NHS workers, which make up 40% of all Tier 2 places.
The Financial Times reported that 2,360 visa applications by doctors from outside the EEA area were refused in a five-month period, which is apparently a result of the cap.
Home Secretary Sajid Javid, said: “I recognise the pressures faced by the NHS and other sectors in recent months. Doctors and nurses play a vital role in society and at this time we need more in the UK. That is why I have reviewed our skilled worker visa route.”
Alp Mehmet of pressure group Migration Watch, said: “What we must not forget to do is train our own medical staff,” he said, adding that the UK should not raid other countries that may need doctors and nurses more than the UK does.
Health Secretary Jeremy Hunt, speaking at the NHS Confederation’s annual conference in Manchester, said that training places for doctors, nurses and midwives were up by 25%.
Saffron Cordery of trade body NHS providers, said that the proposed new government policy is “going to be a huge relief for trusts up and down the country who have been really struggling to fill their doctors and nurses vacancies.”
The current annual cap on these visas has also led to over 1000 engineers and IT specialists and teachers being denied visas. The proposed change will initially only apply to doctors and nurses, however the government said that this will free up hundreds of visa’s for workers within these other industries.
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