RECRUITMENT
Build and Retain
The adult social care sector in the UK accounts for 1.67m jobs and is crucial for supporting the wider healthcare industry as the country faces the challenges posed by an increasingly aging population.
“There are around 105,000 vacancies being advertised in social care on an average day.”
As well as providing assistance and dedicated care, care homes can also help with other challenges older people may face, such as isolation and loneliness, mental health and wellbeing and taking part in social activities. The Royal Alfred Seafarers’ Society is a maritime charity with a specialist care home providing tailored care to retired seafarers and their dependents and whilst we’re renowned for our continued investment in supporting our long serving team, we know all too well the issues the sector is facing with recruitment. There are around 105,000 vacancies being advertised in social care on an average day - so how can leaders within our industry attract and retain the right people?
CHALLENGES FACING THE SECTOR There have been many challenges that have affected
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Commander Brian Boxall-Hunt, Chief Executive at maritime charity The Royal Alfred Seafarers’ Society, discusses recruitment challenges within the care industry and the importance of assembling and maintaining a robust and resilient team.
recruitment within the sector over the last few years, including the rising costs of living, critical skills shortages, the global pandemic and the mandatory vaccination policy that came into effect for all care staff, which has since been revoked. With these challenges in mind, it is more important than ever that industry leaders are continuing to ensure they have the right workplace culture and policies in place to make employees feel valued and vacancies appear attractive.
The Royal Alfred is passionate about its people, and we understand that we could not do what we do without our excellent team of staff around us.
RECRUITING FROM WITHIN
Having an internal recruitment policy and a culture of support is important because it makes colleagues feel valued, lowers staff turnover and ultimately ensures a continual high level of care for residents. This is a strategy that has enabled us to maintain consistently low staff turnover at the Society.
Part of building a positive internal culture is recognising and rewarding long-service and commitment, this provides an opportunity to show employees how appreciated and respected they are, and underlines the strength of an employer if staff are happy to stay with the same organisation for long periods of time.
SKILLS AND SUPPORT
Creating a supportive working environment is crucial for staff to feel cared for and can ultimately lead to better employee retention rates. Recent research from mental health charity Mind revealed that a culture of not speaking about mental
www.tomorrowscare.co.uk
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