Recruitment & retention
How to avoid learning about recruitment the hard way
In this honest and informative piece borne out of years of experience, social care leader and campaigner Mark Topps passes on his advice for social care recruitment and explains the need for greater recognition for the workforce in society at large
There is a shortfall of an around 122,000 people in the social care workforce,1
with
an estimated 40,000 to 70,000 people expected to leave due to the mandating of the Covid vaccine on top of the approximately 1,100 workers who leave the sector every day. It is clear that demand is growing
rapidly. According to a report by the Health Foundation, up to 627,000 extra social care staff will be needed to improve services and meet need by 2031.2
social care going to do to resolve the recruitment crisis in social care?
The recruitment process Getting recruitment right from the outset is key. The cost to advertise a role, recruit, train and upskill staff to the way you want them to work and support someone is calculated by Skills for Care as £3,642 per new employee.3 I believe that, before we even begin
to advertise a role, we need to be clear about what are the vision and values of our organisation, what we are looking to achieve in the short to long term, what kind of people we want to employ, and what kind of people do the people who
What are we as managers in
use our services want supporting them. It is important that not only are
an organisation’s values and vision embedded into existing staff but also throughout the whole recruitment process. This means that people looking to join your service will know what is expected of them and what will be
Why would you also want to waste time as a manager continuously recruiting when we can retain the staff we have, create roles for the long term and have teams that know each other inside and out, and form long-term relationships with the people we are supporting?
December 2021 •
www.thecarehomeenvironment.com
expected of them in future. With your vision and values in place, it
is then time to look at the kind of person you want to join your team. It is important to think of why they need to join the team, what the role will entail, what will their job description be etc., and ensure this is put into the job advertisement. It is vital to be honest and clear so that there is no confusion to people looking at the advert as to what the role will be. During the interview process, it is
important that the person you employ fits with your values and the ethos of the organisation. It would be easy to recruit everyone walking through the door but if they do not fit your company they will not last - they will either resign or you will end up dismissing them further down the road. It is also important to talk openly and honest about the role and what it will
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