People employing their own support (an individual employer) should have control over how they are supported to lead a full and meaningful life. This starts with how they recruit a personal assistant.
As an individual employer you have the control to hire the right person, with the right values and skills. Deciding who to recruit can be based on the unique health and care needs of the individual employer, as well as who can help them to pursue their personal interests and goals.
Our advice and guidance means you can learn how to get the most out of the recruitment process – from asking the best questions, to making sure you do the right recruitment checks.
See useful guidance and templates around:
Writing a job description and person specification
- A job description is a list of tasks that you would like your personal assistant to do.
- A person specification is a list of the skills, experience and personal qualities that you would like your personal assistant to have.
If you have a care plan you may have specific requirements that you will need to think about when writing the job description and person specification.
Think about what makes your ideal personal assistant.
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List tasks that you would like your personal assistant to do, for example, support at work, with personal care or attending social events..
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Consider values, for example, a sense of humour or patience.
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Consider your own cultural and religious needs and whether you want to employ someone who understands them.
Resources and further information
Writing your job advert
Your job advert should include certain information – remember this is about the type of person that you want to be your personal assistant.
Attracting the right people
Write a brief description about the type of person that you want to apply.
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Think about what values, skills, experience and qualifications they need.
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Say if you want someone who has the experience or qualifications (or both) so that they can meet your needs.
Hours, type of work and main duties
State the days and times that you need your personal assistant to work and a summary of the type of work that you want them to do.
Rate of pay
You will need to pay at least the national living wage (or the national minimum wage for workers aged 24 or under). Your direct payment or personal health budget adviser or local support organisation may have information about standard hourly rates.
Location
Tell people where they will be working but do not give out your home address at this stage.
Application form or curriculum vitae (CV)?
Tell people how you want them to apply, for example, by completing an application form or sending you a copy of their CV. This is your choice, and you could ask them to do both.
Closing date for applications
Select a closing date that gives people enough time to see and apply for the job. A minimum of two weeks is usual.
Disclosure and Barring Service (DBS) check
It is important that you are clear in the advertisement whether you want people to go through a DBS check before they start work. It is usually a good idea to do one so that you know whether people have a relevant criminal record. For more information, scroll down to the ‘Do the right checks’ section.
Other information
Give any other information about what is important to you, for example, if they must be a non-smoker or a driver for example.
References
Say that you will ask for references. It is usual to ask for two.
Contact details for further information
Tell people how they can contact you to find out more. Do not give out your personal address, telephone number and email address on a job advert.
Your direct payment or personal health budget adviser, local support organisation or Jobcentre Plus may be able to accept applications on your behalf.
You could set up a PO Box and have the applications sent there, but you will need to pay a fee for this service. Visit the Royal Mail website to find out more.
Advertise your job
See ways that you can advertise for a personal assistant. Your direct payment or personal health budget adviser or local support organisation may have other helpful suggestions.
- Personal assistant register
This is a list of personal assistants that are available for work. Your local council or user led organisation might run a register. Find their details.
- Word of mouth
You may know someone who would be interested in being your personal assistant. (consider how an employer/employee relationship may affect your personal relationship)
- Local shops or places you like to go
Advertise on their notice boards. This could reach people in your area that have a similar interest as you.
- Online
‘Advertise a job’ website is a free online job advertising service. Social media, like Instagram and Facebook. There may be other suitable websites – ask your direct payment or personal health budget adviser or local support organisation for advice.
- Support organisations
Local support organisations may advertise jobs on their website. Contact them for more information. Find your local support organisations on the ‘Find support’ section of our website.
- Local college or university
Advertise for students. Remember that some students go home when they are on a break from university, and you need to consider how this could impact you. You could ask them about this in the application process.
- Jobcentre Plus
Local Jobcentre Plus will advertise your job for free and will often help you to write the advert.
Choose who to interview
‘Shortlisting’ involves making a short list of all of the applications that you have received.
After the closing date, look through the applications/CVs to decide who to interview.
The job description and person specification can be used to rate the applications and shortlist the ones that most closely fit the job and the type of person that you want.
Ensure the process is fair. Avoid discrimination against anyone on the grounds of protected characteristics, for example, their age, race, gender or sexual orientation.
ACAS ‘Delivering equality and diversity’ brochure provides further information. You can also call ACAS on 0300 123 1100 for free and confidential advice.
Those you choose to interview are often called candidates. Once you have made your decision, you can contact the candidates and ask them to attend an interview.
The interview
Interviewing can be as nervous for you as it is for the person that you are interviewing, see ourstep by step process to guide you through it.
- Location
Ideally away from your home if possible. Possible locations could be a local Jobcentre Plus, local library or a support organisation may be able to provide a room that you can use.
- Preparing for the interview
Arrange a venue and any support required. Prepare a list of questions that you want to ask each candidate (work experience, qualifications and why they want to work for you?). It is a good idea to think of a particular situation that is relevant to you and ask them how they would deal with it.
- Interview with someone
Ask someone (friend, mediator, your direct payment or personal health budget adviser) to interviewwith you. It is always good to have another opinion, but do not let the other person influence your decision making – you make the final decision.
- Allow time between interviews
Take a break between interviews and make notes. This will help you to remember each candidate and make your final decision.
- Don't rush decision making
If you are unsure who to offer the job to, sleep on it, ask for more information, or even re-interview. If you did not think that anyone is the right fit, you can re-advertise and interview different people.
Further information
The Government also has practical advice to help you to employ people, on their website.
Offer the job
Once you have decided who you want to employ, contact them and offer them the job.
Tell them that you will first need to check their references and carry out any other checks (for example, a DBS check). Ensure you give enough time between offering the job and start date to enable you to carry out the checks.
Informing unsuccessful candidates
Once your selected candidate has accepted the job, notify those that did not get the job (you do not need to phone them).
They may request for feedback on their performance during the interview. If you are asked this, use your notes from the interview to provide feedback – it is always useful to provide some positive feedback but also areas in which they could improve for their next interview.
Do the right checks
There are some checks that you need to do before someone starts working for you.
References
Candidates should supply references when they apply for the job. They are the name and contact details of someone that knows them, usually a previous employer.
References ensure the information provided is correct. It is also good to have the opinion of someone who already knows the person that you want to employ. You can ask for a reference in writing and by telephone.
- Request a reference in writing
This is the best way to get the most information. You can ask specific questions and send a copy of the job description, so that you are sure that the referee (the person giving the reference) understands what the job involves.
- Request a reference by phone
Quicker than waiting for letters and referees may be prepared to say things over the phone that they would not write down. Hpwever a phone call may not allow the referee to think about what the job involves. It's a good idea to follow up a telephone reference with a written reference.
NOTE: If you are handed a reference by the person you interview or receive one by post before you have requested it, always follow it up with a phone call.
Disclosure and Barring Service (DBS)
DBS checks help you to know whether people have a relevant criminal record and should only be done for a successful job applicant. Most applications take between 2 - 4 weeks. Your local authority, direct payment or personal health budget adviser or local support organisation may be able to help you to arrange a DBS check, or you can ask the individual to apply for a check themselves. You must ensure that the appropriate level of check is requested – this will depend on the activities the PA will be doing for you. You would be breaking the law by asking them to apply for a higher-level check than the role allows.
Example 1:
A PA who will be carrying out household duties e.g. cooking, cleaning, ironing can be asked to apply for an Enhanced DBS check in the adult workforce without a check of the Adult’s Barred List.
Example 2:
A PA who will be handling your money e.g. by doing your shopping or paying bills on your behalf can be asked to apply for an Enhanced DBS check with a check of the Adult’s Barred List.
Example 3:
A PA who will be providing personal care e.g. washing you, helping you to the toilet, dressing you, or helping to feed you; can be asked to apply for an Enhanced DBS check with a check of the Adult’s Barred List.
Cost: £21.50 for a standard DBS check or £49.50 for an enhanced check (correct as of December 2025); there may also be a small administration fee
Further information
Right to work check
Before you offer someone the job you need to check that they have the legal right to work in the UK. You should check and keep copies of certain documents before your personal assistant starts.
The documents that you need to check will depend on the type of worker that you are employing, but usually include a British or European passport, birth certificate confirming that they were born in the UK or Republic of Ireland and letter from the Home Office confirming that they have a legal right to work in the UK.
Further information
Making suitability considerations
It is the responsibility of employers to treat all applicants fairly and to not discriminate unfairly against any subject of a criminal record check on the basis of a conviction, caution or other information revealed.
An open and measured discussion should take place on the subject of any offences or other matters that might be revealed on a DBS check
You should consider:
- how serious the offence and sentence was
- how long ago it happened and the age of the individual at the time
- how relevant the offence is to the role.
PDF - 117 KB
This ‘myth buster’ document aims to help employers better understand how people with convictions can be recruited safely and fairly.
Keep a record
ACAS recommends that recruitment records should be kept for a period of time, such as six months, in case of any discrimination challenge.
You should keep these records confidential and in a secure place.
Visit the ACAS website for more information about keeping records or call their confidential helpline on 0300 123 1100 (Text Relay 18001 0300 123 1100).
Widen your talent pool
Skills for Care has other information about attracting a diverse range of people to your vacancy. People from all backgrounds can have the right values to work in social care and bring with them a wealth of perspectives, ideas and 'lived experience'.
Widen your talent pool