Support for you during the application process
If you've been investigated, disciplined, dismissed, or referred to the NMC we understand this can be difficult when it comes to looking for a new job. Although you may feel nervous about raising these issues, remember that most employers are seeking recruits who can demonstrate honesty, openness and integrity.
Many employers are moving towards Values Based Recruitment and will be assessing candidates to check that they have these qualities. A recruitment panel will usually respect you for taking the difficult step of talking about your situation and showing how you are trying to move forward with your career.
Unless it has been specified otherwise a regulatory body (e.g. the NMC, DBS, etc) then there is nothing to stop you applying for jobs within healthcare, as long as you are up front and honest with any prospective employer or agency.
In relation to disclosure, first, be open and honest about what has happened, trying to be factual and concise. For example, if the investigation or dismissal relates to a clinical error, or similar, we suggest:
Try to avoid being negative about your previous employer. For example, if you believe that poor systems contributed to you making mistakes, outline the facts about the systems in place, without passing judgement, and state what you would do if you were in this situation again, to ensure patient safety.
Although you may feel nervous about raising these issues, remember that most employers are seeking recruits who can demonstrate honesty, openness and integrity. Many employers are moving towards Values Based Recruitment and will be assessing candidates to check that they have these qualities. A recruitment panel will usually respect you for taking the difficult step of talking about your situation and showing how you are trying to move forward with your career.
Some application forms will ask you directly if you have been dismissed, investigated, sanctioned or referred to the NMC/DBS, etc. You must answer honestly.
If you don’t disclose something when you’ve been directly asked to do so, this can lead to withdrawal of a job offer. If you’re a nurse of midwife, it’s also likely you will be considered in breach of the NMC Code for being dishonest.
If the application doesn’t ask for this information, you can choose to:
Remember, the supporting statement should ultimately be about how you have the skills and qualities to do the job.
You may prefer to disclose an incident at the interview stage. You could do this at the start of the interview to get it out of the way. Alternatively you may feel you want to bring it up at the end of the interview, after you’ve had time to make an impression. It will be a matter of personal preference and judgment.
Practice what you’re going to say and rehearse it several times. If you’d like interview coaching or help with interview techniques, you can book an appointment with one of our careers advisers by calling 0345 772 6100.
Remember that ultimately, the interview will be about providing evidence to show how you have the skills required to do the job.
If you are concerned about information which you know will be disclosed in a reference, again we advise you to follow the guidance above.
If you think your reference is unfair, wish to challenge the reference, or need general advice about employment rights, please contact RCN Direct.
We can provide feedback on your CV, covering letters and the supporting statement section of your application form. We also provide interview coaching, via telephone. To make an appointment, please call 0345 772 6100.