Recent Changes to the NMC Registration Board with the ILETS/OET Exams

Recent Changes to the NMC Registration Board with the ILETS/OET Exams

English competency is important when you are working in an English-speaking country and it is especially vital to be able to portray good language skills when working in the healthcare industry. The NMC (nursing and midwifery council) has recently announced that they will be making changes to the NMC registration board in the UK in relation to its English language requirements with the ILETS/OET exams, in order to create a fairer chance for professionals completing them. The NMC’s aim is to appease some concerns from healthcare professionals who were unable to join the register due to narrowly not passing the exams, even though their English skills were competent in a work environment. After much feedback and careful consideration, the council will bring forth these changes in January 2023.

Current Test Structure:

The NMC currently accepts two language tests: the academic International English Language Test System (IELTS) and the Occupational English Test (OET). There are four domains and the required scores remain the same.
If you don’t pass the first time, you can sit the exam again and combine scores from two test certificates. Currently, you can’t combine test scores if you achieve less than 6.5 (IELTS) or C+ / 300 or above (OET) in any part of the test. As this is already the required score for writing, no changes will be implemented here.

See the below table for the current required scores for English Language Tests:
Table with Current required scores for English language tests

Doing an exam

What are the Changes?

You must still achieve the required test scores for each domain, but to combine test scores, you’ll need to get no less than 0.5 (IELTS) or half a grade (OET) below the required score for every domain. This means you’ll be able to combine your scores as long as you achieve 6 (IELTS) or C / 250 or above (OET) in writing, and 6.5 (IELTS) or C+ / 300 or above (OET) in the other three domains. This is called the minimum score.

See the below table for the new minimum scores for each part of the test:
Table with New minimum scores for each part of the test

To combine your scores, you must currently retake your test within six months of sitting the first test. This period will be extended to 12 months to allow for more preparation time.

Supporting Information From Your Employer:

With the new changes from 2023, the NMC will accept supplementary supporting information from employers demonstrating the ability to communicate effectively in English in a practiced environment. The information will be accepted under the following conditions:

  • You narrowly miss out on a score in one of the four domains by 0.5 in the IELTS (6 for writing and 6.5 in the other domains) or half a grade in the OET (C / 250 or above in writing and C+ / 300 or above in the other domains).
  • You were trained and assessed in English in a country where English is not a majority-spoken language.

The Requirements For This Are:

  • You’ll need to have worked for your employer for a minimum of 12 months within the last two years.
  • The above must have been in a health and social care practice setting in the UK.
  • Managers will need to be an NMC-registered professional.
  • Standard NMC form for employers to complete.
  • This form needs to be counter-signed by a more senior NMC registered professional who’s working for the same employer.

Professionals looking to join the NMC register will need to follow the current requirements until these new changes have been implemented. We advise you to stay updated by visiting the NMC’s website in relation to these upcoming amendments.

At Servisource, we place International Healthcare Professionals in permanent positions across the UK into the private sector and NHS while offering career progression within a supportive work environment. Find out more and request a callback from our team.

The team at Servisource wish you the best of luck with the exams and your pursuit at joining the register.

For more information on our UK Permanent placements or to request a callback visit:

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RCSI Launch Aptitude Test for Overseas Psychiatric Nurses

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Working within the healthcare sector brings about amazing opportunities as well as being a rewarding career. There is a real sense of fulfillment when working as a nurse or midwife and providing for the community. It’s a career path that takes you on a challenging yet gratifying journey.
At Servisource, we have a range of staffing sectors including our nurse and healthcare assistant placements in permanent positions both domestically and internationally across Ireland. We are always looking for dedicated staff and in turn, we offer excellent career progression opportunities.

If you are a nurse who has received your training outside of the Republic of Ireland, your first step should be to submit an application to the NMBI for recognition of qualifications. This involves comparing your credentials to Irish educational standards and specifications. 

In September 2022, approval was obtained from the NMBI for an RCSI Faculty of Nursing and Midwifery Aptitude Test for Overseas Psychiatric Nurses, which the RCSI’s Faculty of Nursing and Midwifery (FNM) developed. The test is designed to reflect the nature of the syllabus and knowledge required for a pre-registration programme in the Republic of Ireland as per the NMBI standards and requirements. We will outline some details of the test for you, so you can be prepared for it.

Who is Eligible to Apply?

To be eligible to apply, you must have an in-date NMBI decision letter stating that:
1. It is the Psychiatric Nurses Division that applies to your application.
2. You need to successfully complete a compensation measure and that one of the compensation measures is the RCSI FNM Aptitude Test for Psychiatric Nurses.
You can find out more information about this here.

What is the Structure of the Test?

Knowing the structure of the test will allow you to be in the best position to pass it.
There are two parts to the test:

Part One:

  • Theory or knowledge test or MCQ.
  • Must be successfully completed before Part 2 can be attempted.
  • The theory test consists of a supervised online assessment of professional knowledge and understanding.
  • Multiple-choice questions (MCQs) are used.
  • A minimum pass mark of 50% must be achieved in the Theory Test.
  • Required to answer 150 questions over a three-hour period.

You can find out more about Part One here.

Nurse OK with exam results

Part Two

  • Practical or OSCE test.
  • Objective structured clinical examination (OSCE) is used.
  • OSCE is an assessment methodology that enables the applicant to demonstrate competence in a simulated practice setting, known as a station.
  • You are required to complete 14 stations.
  • Each station assesses different competencies.
  • Applicant must be deemed competent in each competency at each station in order to pass the practical part.

You can find out more about Part Two here.

Both parts of the test are based on the NMBI Standards and Requirements for Nurse Registration Education Programmes and are what a newly qualified psychiatric nurse in the Republic of Ireland must be able to achieve. The test examines your potential suitability for registration as a psychiatric nurse with the NMBI and not just the suitability to work in one specific environment.

How to Prepare for Your Test:

Like every test, preparation is key and will set you up to be in the best possible position to pass. The RCSI recommends you base your revision on the NMBI publication: NMBI (2016) Nurse Registration Programmes Standards and Requirements 4th edition. The RCSI has a helpful Test Preparation page that offers minimum background reading topics and breaks down all stations and equipment.

What is the Fee?

The fee depends on the payment source and is stated as being either 2,500 euros or 2,800 euros depending on the applicant’s circumstances. More information about fees can be found here.

The above information is a basic guide but it is advised to keep up to date on the RCSI website for more exam details and news.


We wish you the best of luck with your exam and career.

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Industry Insights: Telephone Interview Tips

Industry Insights: Telephone Interview Tips

Telephone Interview Tips:  

Telephone interviews have become the “new normal” in the world of recruitment due to adaptation during the ongoing global pandemic. Although interviews and the interview process itself can be daunting for candidates, telephone interviews have provided various benefits to the recruitment process for both candidates and recruiters.  

Pros: 

  • Time and cost effective – telephone interviews remove the requirement for a face-to-face interview at times and enable all participants to schedule the interview on a time and date that suits both parties. It also removes time that may be spent on travelling, in addition to costs of travel, as well as potentially completing an interview from the comfort of your own home or preferred environment.  

Two Key factors to take into consideration when engaging in a telephone interview:  

1. Coverage

Do you have suitable coverage to complete an interview over the phone?  

2. Environment

Is your environment suitable to complete an interview? I.e., quiet with little to no disturbances.  


Candidate Interview Tips:  

Contact Details

This is more of a pre-interview tip, however, when notified of your interview invite before signing off with your recruiter, ensure that the correct contact details you provided, such as your email address and preferred contact number are up to date and accurate. 

Environment

This may seem like an obvious interview tip, however, it is extremely important to ensure you have a quiet environment to take a call to complete the telephone interview.  Outside or background noise factors can disrupt the flow of an interview, distract you or the interviewer and create an unprofessional environment.

Coverage is key! A Telephone interview depends on adequate coverage to prevent the telephone interview call from dropping. The last thing you want whilst on a call with a prospective employee or recruiter is for the call to drop mid-interview. If you have bad coverage in your home or a noisy environment, a key interview tip is to find a shared office space. Most shared office spaces have private meetings rooms you can book out in order to take your phone interview without any disruptions.  

Punctuality

While you don’t need to travel to take part in a phone interview it is important to be punctual and prepared. Set a reminder for yourself for the time and date the telephone interview is due to take place.  This will allow you to get your environment, notes, and yourself prepared.

Smile

Although this interview tip may sound odd, it can be recognized whilst on a phone call when a participant is smiling. This in itself can promote a positive conversation and aid in the interview communications, showing confidence and positivity.  

Have & Take Notes

One of the perks of a phone interview is that you can have your notes about the role and company on hand to revert back to if needed. You should also always have your CV in any interview situation to highlight your experience and competencies throughout the interview. 

Another Interview Tips is to have a pen and paper when taking part in a phone interview. This is important to note any questions you may have at the end of the interview.

Ask Questions

The telephone interview process is primarily focused on querying the candidate’s competencies and experience for their desired role, however, it is important as a candidate to ask any questions that may arise regarding the role you are interviewing for. This will highlight the candidate’s interest in the role itself and furthermore, their desired career overall.  

Be Confident

Although it can be difficult to remain confident during an interview due to nerves, always remember that you have reached the interview stage because the recruiter has identified your core competencies and abilities.

Stay In Contact

Revert back to the recruiter at a later stage if needed. If you require any update or have further questions post-interview, email, or phone the recruiter you were dealing with to seek clarity, they are always there to help.


Take a look at our jobs page to see if you would like put any of our Industry Insight Interview Tips into practice


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At Servisource , we understand the importance of the candidate’s experience throughout the entire recruitment process. This is why each candidate who applies for a role with Servisource will have a dedicated member of our Centralised Recruitment Team to assist them in their journey, from the moment they submit an application all the way through to getting activated as an employee, and beyond.  

Our Centralised Recruitment Team have made a number of effective and lasting improvements to enhance the overall candidate’s experience:

  • Continuous Communication & Engagement
  • Easy Application
  • Honesty & Transparency
  • Receiving Feedback
Continuous Communication & Engagement

We understand candidates can be left feeling frustrated or disheartened being left in the dark waiting on updates on their application. 

Our recruiters:

  • Ensure to communicate with candidates regularly following up with them at each stage of the application process
  • Keep them up to date with any new and relevant information on both their application and the position they have applied for. 
Easy Application

We have made our Application process more convenient for candidates, moving from paper application to now an online application form.

Our Online Application Form makes it easier & quicker for candidates to apply, and in turn resulting in getting candidates placed in a shorter time frame. 

Honesty & Transparency

We have a promise to our candidates to be honest and transparent with them from the very beginning to the end stages of their application

  • Ensuring the information provided about the role is clear
  • Providing clarity on the length of the recruitment process and what each stage will hold.  
Receiving Feedback

We are consistently asking our new starters for feedback on their own candidate experience during the recruitment process, discovering areas where we can further improve on to continuously enhance the overall candidate experience.  

Automated Recruitment Process

Recruitment is a people focused industry and the higher the calibre of human talent you can get through, the better your recruitment process is. At Servisource we use an Automated Recruitment Process which allows us to source top quality human resources and they can come on the journey with us from the comfort of their homes. 

Good talent is often hard to find, and businesses are always looking for talented individuals to better performance. The automated process allows us to identify and engage talent which saves both time and money. 

The impact of the ongoing global pandemic has presented many obstacles to people trying to find employment, this is an area where the automated candidate experience is extremely beneficial.

This automated experience allows potential talent to connect with us in ways they could not before. Candidates can complete the entire process from their laptop, tablet, or phone which helps stop social gathering, lessen the spread of Covid-19 and makes it more accessible for candidates from every location.

The automated process has streamlined recruitment and changed the way both candidates apply for jobs and the way in which employers look for talent. Candidates looking for a job generally want to start working and earning a wage as soon as possible. This automated process is much more efficient and cost effective as there is no travel time or costs for either party for interviews, letters, etc.  

Automated Candidate Journey

At Servisource the Centralised Recruitment Team works with an Automated Candidate Journey. The candidate experiences several online automated steps to ease the application process from start to finish.  

Studies have shown that candidates who have rate their experience as poor, 72% say this is a result of a negative journey from application to activation. (Source: CareerArc)

A candidate’s journey can be projected and imagined through certain key factors, recruiters can therefore envision how the candidate feels and experiences the process.  

Key Factors

  • Job Ads
  • Company Website
  • Social Media Pages
  • Interactions with the Recruitment Team
  • Job Application
  • Application Communication
  • Line Feedback
  • Welcome/Onboarding

It’s important to note that each key factor plays an important role in the candidate’s decision whether to continue with their application or apply elsewhere. That is why each key factor should be a positive experience for the candidate. 

Servisource Recruitment Consultants have expertise in Temporary Recruitment. The recruiters understand that some candidates are active and searching for jobs, but most are passive candidates not looking for a particular role. It is therefore the duty of the candidate experience to draw new talent in and for them to recognise the opportunities available to them.  

The Servisource Automated Candidate Journey
1. Online Job Adverts

Online Job Adverts are shared by the recruitment team across all channels and platforms, reaching out to as many candidates as possible. All Job Adverts supply the recruitment team information, including a freephone number to contact the team. The team has a dedicated 24 hours, 7 days a week apply online form, through the recruit island jobs platform.  

2. Centralised Recruitment Team Website

The CRT’s proficient website captures candidates and employers as well as recognising the benefits of the team. Demonstrating the teams market knowledge and expertise to ensure the best appointments for candidates. 

3. Social Media Platform

The use of social media enhances the candidate search capabilities and identifies specific candidates with efficiency and accuracy. Using all channels to communicate their expertise in recruitment of Homecare, Healthcare, Business Support and Construction and Manufacturing staff. 

4. Interactions with the Recruitment Team

Automated Candidate Journeys limit paper-based submission and speed up the application process. The candidate journey involves an ability to work with the candidate on a personal level assisting them reach every opportunity.  

5. Job Application

The Automated Candidate Journey allows recruiters to communicate with candidates and work efficiently with the Job Application. Recruitment can easily identify suitable candidates for roles. The team can also identify how an application can be transformed or referred into another activation in another part of the business.  

6. Welcome / Onboarding

The final stages of the process are automated, collecting relevant bank details, references and sending out client information can all be done through the push of a button, making the recruitment process efficient and hassle free. In turn, the candidate experience becomes quick, easy and positive.  

Business Support & Construction Candidate Experience

Here at Servisource, when applicants apply for a role within Business Support or Construction, we aim to make the process as easy as possible for the applicant. We like to make the Automated Candidate Experience as easy and friendly as we can. Below we have outlined in stages from the candidate’s application straight through to placement.

01

Stage 1 – Application

This stage is where the candidate would choose the role, they would like to apply for on many of our job sites we are connected with. These would be the likes of Recruit island, Job.ie, indeed and also LinkedIn.  

Once the candidate had chosen which role, its up to the recruiters from the Centralised Recruitment Team. (CRT)

02

Stage2 – Screening

When the CRT recruiter sees your application, they would get contact you about the role. This is what the recruiters would call the Screening stage. 

Servisource take pride in this stage as it builds up the relationship between the recruiter and the candidate. They would have a chat over the phone about the role and see if you would be suitable.

03

Stage 3 – CV & Interviews

If successful in stage 2, that’s where the recruiter would send the CV over for the client.

The client would then set up an interview. The details of the where and when would be sent out by a CRM (Customer Relations Manager) from Servisource.  

IF chosen for an interview at it goes well and get chosen for the role, this would bring you onto stage 4 of the process.

04

Stage 4 – Application Package

The recruiter would then send you out an application package via email. This would be requesting information such as:
References, GV request, Bank Details and some documents to be signed and returned.    

05

Stage5 – Activation

Onto our last stage. When all the information then gets returned, Congratulations! We can go ahead and activate the candidate with Servisource.     

Take a look at our jobs page to see if you would like to experience the Candidate Journey with Servisource

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