RECRUITMENT


Adapting the Recruitment Process


Katy Falcone, Head of People at Bluebird Care, shares the ways in which the franchise reshaped its hiring procedures during the coronavirus outbreak.


The COVID-19 pandemic has undoubtedly led to changes in our recruitment process at Bluebird Care. As a home care provider, our customers have required continued support and Bluebird Care has been actively recruiting across our network of franchises.


We are proud to say we have


been able to offer opportunities to people who were furloughed or made redundant from their previous jobs. Bluebird Care’s full training programme has meant many people have been able to transfer into the care sector for the first time.


Care is a diverse and challenging sector in which to work but there are many transferable skills that can be useful. These include being a strong communicator, understanding how to provide a great service to customers, being practical and organised, and being comfortable working under pressure.


We expect our Care Assistants to be naturally patient, compassionate and have empathy with customers. They can understand customers and see them as individuals, providing them with care in a way that is unique to their wants and needs.


Working in care is both physically and emotionally demanding, so it is important to have the stamina to keep going on tough days. It is also essential to be able to problem-solve, think clearly, and stay calm.


Overall, Bluebird Care saw a significant rise in applications across our franchise network in the first half of 2020. There was a 25% increase in applications via our new careers site between April and June.


The diversity of applicants’ backgrounds has also notably expanded since the pandemic began and we saw an increase in candidates from the hospitality and leisure sectors. At Bluebird Care, we have also set up direct recruitment schemes such as our fast-track partnership with the Hilton Group.


To provide a fuller description of how the pandemic has affected our franchises, I spoke to George Morris, Director of Bluebird Care Camden & Hampstead, and Bluebird Care Highgate & Haringey.


Morris said: “Our recruitment process has been adapted to ensure maximum protection for our employees and new recruits. We now use a mixture of distanced learning and practical training, as this offers the candidate a degree of flexibility.


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Working in care is both physically and emotionally demanding, so it is important to have the stamina to keep going on tough days.


“Our training days now also occur more frequently, with smaller class sizes. We have found this has worked very well in terms of getting our new recruits started as soon as possible. The smaller class sizes also enhance engagement and allow for a more personalised training experience. It is certainly something we are considering changing permanently, as it has worked so well.


“Also, using technology to conduct an initial interview has proved hugely efficient, video interviews have allowed us to speak to more candidates more quickly.


“At Bluebird Care, we don’t expect an applicant to have any prior experience in the care sector. We look for a candidate who is keen to learn, with common sense, compassion, and communication skills. These are attributes you cannot train.


“We have recruited more people during the COVID-19 pandemic than we have managed before. We’ve hired from a variety of sectors including former lawyers, event planners, hospitality, and entertainment workers. Interestingly, we have also seen a rise in male applications across both Bluebird Care Camden & Hampstead and Bluebird Care Highgate & Haringey.


“We are proud to continue to offer people the opportunity to take on such a rewarding and worthwhile career.”


www.bluebirdcarecareers.co.uk www.tomorrowscare.co.uk


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