Recruitment and Vetting

At Wellness Care Provider,  recruitment and vetting team  ensures all our applicants are subject to a minimum of different checks before they join our service to ensures that we have the best and most determined staff.

Wellness Application form

Wellness Application Form

Please ensure that you complete the application form in full as we cannot accept incomplete applications. 

Personal Details

Equality Act 2010 – Under the Equality Act 2010, the definition of disability is if you have a physical or mental impairment that has a “substantial” and “long-term adverse effect” on your ability to carry out normal day-to-day activities. Further information regarding the definition of disability can be found at: www.gov.uk/definition-of-disability-under-equality-act- 2010.

Education History

All qualifications will be subject to a satisfactory check.

Training Courses

Attended or completed online (evidence of attending or attended courses is required).

Employment History

Please record below the details of your full employment history beginning with your current or most recent first. Any gaps must be explained.

References:

Please provide names, addresses and telephone numbers for referees below whom we may approach for a reference.  All will be contacted. Therefore, please inform the referees of the fact that you have used their name. If you are unable to provide the required references, please discuss the matter with us.
Referee One Referee Two

Referees

Safeguarding / Ex-Offenders Declaration:

Please note this section will only be seen by those involved in the recruitment process and will be treated with the strictest confidence. The Rehabilitation of Offenders Act 1974 aims to promote equality of opportunity and is committed to treating all applicants fairly regardless of ethnicity, disability, age, gender or gender re-assignment, religion or belief, sexual orientation, pregnancy or maternity and marriage or civil partnership. Crossover Care Limited undertakes not to discriminate unfairly against applicants on the basis of a criminal conviction or other information declared.
Answering ‘yes’ to the question below will not necessarily prevent your employment. This will depend on the relevance of the information you provide in respect of the nature of the position and the particular circumstances.