RECRUITMENT
Scott Sherriden, Managing Director of social care recruitment experts The Care Hub, shares his tops tips on how care organisations can source, hire and retain great care staff.
Rethink the Process
With the current high demand for staff within the care sector, how can you compete with this and still recruit the right people with the right values for your business?
START WITH THE JOB ADVERT
Composing a compelling and engaging job advert is vital if you are going to attract the right people with the right values. Despite what you may believe, most individuals who are drawn to the care sector are not joining for the money. It’s important, but it’s not the main driver.
There are several key points to consider when writing a job advert.
Firstly, DO NOT try to invent unusual new job titles for common roles. Be straight to the point and avoid any ambiguity. For example, a title such as ‘Individual Care Needs Worker’ is complicated. The same role could be simplified to ‘Support Worker’.
Being specific also really helps with zeroing in on the right people and, if you’re using sponsored adverts, then you’ll also be saving yourself money too.
A good starting point is to look at your current job adverts. Are they the same ones you’ve been using for years? When did you last refresh them? Most care providers are really promoting a trimmed down job description. The problem with this approach is that, if everyone else is doing it, what makes your job so different?
The key word is ‘advert’. Adverts are meant to sell, and that’s what you need to do. You must sell your job, sell your company, and sell a career in care. Telling candidates that you were formed in 1973 and you’ve been in business for 50 years
“Continually test, analyse, and
optimise your job title, job content, and sources for improvements to work out what gives you the best return for your investment.”
“ - 28 -
is boring. Applicants aren’t bothered about knowing this, applicants are interested in themselves and what’s important to them in a job. You need to find a way to engage candidates in why your company is a great place to work.
Ask yourself, why should someone come and work for you? Why should they apply for your job? Why is a career in care a worthy job to have? What’s rewarding about it? What are your values?
This is the time to sell your company and all the great things you do. Without a doubt, values are important. Values Based Recruitment is a key to help ensure you hire and retain the right people for your company. Define which values you and your team hold dear and then include these in your job advert and person specification. Individuals who share your values will be drawn to your advert.
Continually test, analyse, and optimise your job title, job content, and sources for improvements to work out what gives you the best return for your investment.
SPREAD YOUR NET
There are many ways in which you can source great candidates but, if you’re one of those people who are continually complaining that the Indeed free adverts used to work but don’t anymore, then you need to do something else. For over 90% of people reading this, the chances of filling your vacancies for free are getting slimmer and slimmer. You need an all-encompassing strategy that combines multiple candidate attraction funnels.
Here are some things you should be doing every week: • Paid Job Boards - TotalJobs, CV Library, Reed, Monster,
• Pay-Per-Click - Indeed Sponsored, Facebook Boosted Jobs, Twitter, LinkedIn Paid.
• Employee Referral Schemes • Career Fairs • Job Centre • Religious gatherings • Village Fete
Employee referrals are quite oſten the most reliable source of finding new care workers. However, some of your staff may or may not recommend a few individuals. You need other sources, and having a strong and consistent online
www.tomorrowscare.co.uk
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