Skip to content
It has been widely reported in the media that there is a shortage of care staff in the UK. This won’t be news to managers in the care sector, many of whom I know are finding it an ongoing struggle to recruit and retain staff. In this blog, I have explored some of the different methods that care providers can use to recruit the right staff and improve retention rates.
Care staff should be paid more!
We don’t think there are many people who would argue that the pay doesn’t reflect the job that care staff do. The fact of the matter is though for most care providers paying staff more just isn’t a viable option. This means that care providers need to get creative when it comes to employment and recruitment!
Recruitment: What are the options?
Using online recruitment sites can be expensive and it is no secret that many care providers just aren’t getting the applicants from this. Recruitment agencies can take some of the pressure out of recruitment, but again, can be costly. With this in mind let’s look at the pros and cons of other recruitment methods.
Jobcentres
It can help to have a good relationship with your local jobcentre. Most work with training providers who provide pre-employment/back-to-work training which can include basic health and social care. I have known many brilliant carers to start their career this way. On the downside, some of those who do these courses may have been pushed into them and have no interest in care work.
Refer a friend incentives
Most people who work in the care sector have friends who also work in the sector. Tapping in on this can be a great way to recruit. There are of course financial implications to be considered. The Care Friends employee referral app allows staff to refer their friends for job opportunities from their phones.
Social media
Social media has become a popular way of recruiting as it is cost-effective and a way of reaching a wider audience. Adverts can be seen by ‘passive candidates’ who aren’t actively seeking work but have seen a job advert on social media they think looks good so apply. This widens the pool of potential candidates. However, those who apply for a job on a whim may not follow through on their application.
Company website
Advertising on your own organisation’s website is a free way to advertise. A downfall is that potential employees need to find their way to your company’s website. On the plus side, those who do apply have made the effort to seek out your organisation which shows genuine interest and enthusiasm.
Taking on apprentices
Apprenticeships are a great way of taking on those who are new to the sector and ensuring they have a structured development programme in place. Funding can be accessed meaning there is a minimum cost to your organisation. Find out more about health and social care apprenticeships on the Access Skills website.
You can also advertise for your apprentice on the government’s ‘Find an Apprentice’ website.
Recruit from abroad
Many employers are looking to recruit from abroad. Our previous blog outlines how Access Skills can support with overseas recruitment and obtaining your tier 2 sponsorship licence.
Values-based recruitment: Reaching out to the right people
Values based recruitment is a way of widening your pool of potential employees. It is all about finding staff whose values align with those of the organisation rather than solely focusing on qualifications and experience. First, you need to identify the values of your organisation.
- Look beyond the values in your organisation’s mission/values statement to find out the values that are meaningful to those who matter.
- Talk to staff and find out from them what makes it a good place to work.
- Ask service users what is important to them and what they feel makes a good care worker.
These values can then be embedded into the recruitment process including the job advert, application form and interview. Information on how to do this can be found on the Skills for Care website.
Improving Staff Retention
Recruiting the right staff is just one hurdle. The next is making sure that they staff in their employment.
An effective Induction
Induction is a crucial time for a new employee. Unfortunately, new employees often themselves thrown straight in at the deep end due to staff shortages. This can be a sure way to frighten them off, especially if they are new to the sector.
- The induction process should be well structured so that the new team member knows what to expect in the first few weeks of their employment.
- Make sure staff receive all the information and training they need to carry out their new role confidently.
- Assigning the new team member with a buddy or mentor is a great way to help them feel supported.
Create a positive workplace culture
Most people would happily stay in a job they enjoy even if they know they could earn more money elsewhere. A workplace where there is low staff morale is likely to have a turnover of staff.
- Reflect honestly on the culture of your workplace. Is it a happy and positive one?
- Ask staff, service users and visitors their opinion of the culture of your service.
- Make sure that staff are valued and their views respected.
- Show appreciation for the hard work staff put in.
- Promote the wellbeing of your staff.
Skills for Care have an excellent resource on creating a positive workplace culture.
Support training, development and career progression
The personal and professional development of staff is a great way to promote staff retention. Staff who feel that their employer is investing in them through training and development will feel valued.
- Providing new types of training and development can help prevent staff becoming bored in their role.
- Supporting staff to gain nationally recognised qualifications is a great motivator as they have this for life.
- Learning and development opens up career progression opportunities for the employee.
On a final note – don’t forget to take advantage of registered managers’ social media groups and forums and swap recruitment and retainment ideas and experiences with peers.
