Care staff
workplace culture that supports and promotes the values at the heart of your vision. By focusing on values and behaviours
of candidates above other factors, such as previous experience and qualifications, you can handpick candidates who match and enhance the values that contribute to your workplace culture – be that open and honest, focused on learning and development, or always go above and beyond.
Recruiting for values means that
your team members will automatically fit into and thrive within the workplace culture you have created, as the values underpinning your workplace culture are the same values that motivate and inspire them. You can recruit for values by focusing application and interview questions around topics that allow candidates to demonstrate a time where they have displayed your core values.
Support for creating culture At Skills for Care, we are involved in a number of projects and provide an array of information and resources which help social care employers to create a positive workplace culture. Our Introduction to workplace culture
toolkit outlines what workplace culture is and why it is important.4
This is supported
by another toolkit for creating a positive workplace culture that can help you to get started in assessing and developing your organisation’s culture.5 Our Recruitment and retention in adult social care: secrets of success report
speaks with a range of employers to discover what activities have worked best for them in supporting retainment. Within this research, 66 per cent of employers told us that reviewing their workplace culture had a positive impact on staff retention. As part of the evidence review for
our Workforce Productivity and Quality Model, we found that an engaged, valued and well-supported workforce, working within a positive organisational culture, has an impact on the quality of care and workforce productivity.6
Find out more
about how workplace culture supports productivity in the report. As part of our work, Skills for Care
launched the #RetainToGain campaign through October and November, sharing information and resources to help social care employers with retention. For more information and advice
on retention visit the #RetaintoGain spotlight page on the Skills for Care website at
www.skillsforcare.org.uk/ retaintogain.
Good-and-outstanding-care-guide.pdf.
3. Skills for Care, Recruitment and retention in adult social care: secrets of success, 2017
https://www.skillsforcare.org.uk/Documents/ Recruitment-and-retention/Secrets-of- success/Recruitment-and-retention- secrets-of-success-report.pdf.
4. Skills for Care, An introduction to workplace culture, 2018
https://www.skillsforcare.org.uk/ Documents/Leadership-and-management/ Workplace-culture/An-introduction-to- workplace-culture.pdf.
5. Skills for Care, Creating a positive workplace culture,
https://www.skillsforcare.org.uk/ Leadership-management/managing- a-service/workplace-culture/Positive-
workplace-culture.aspx.
6. Skills for Care, Workforce productivity and quality model,
https://www.skillsforcare.
org.uk/Leadership-management/ managing-people/Productivity/Workforce-
productivity-and-quality-model.aspx.
TCHE
References 1. Skills for Care, The size and structure of the adult social care sector and workforce in England, July 2021
https://www.skillsforcare.
org.uk/adult-social-care-workforce-data/ Workforce-intelligence/publications/ national-information/The-size-and- structure-of-the-adult-social-care-sector-
and-workforce-in-England.aspx.
2. Skills for Care, Good and outstanding care, 2019
https://www.skillsforcare.org.uk/ Documents/Standards-legislation/CQC/
Jim Thomas
Jim Thomas is head of workforce capacity and transformation at Skills for Care; he is also a member of the leadership team for the UK Social Care IMPACT Centre. Jim’s work has included: leading national programmes on workforce redesign; the development of principles for workforce integration; skills- led approaches to community development; safeguarding; workforce commissioning; commissioning qualifications; exploring workforce wellbeing; workforce productivity and workforce outcome measurement; developing the workforce supporting people with a learning disability and autistic people; exploring workforce issues on digital working; information sharing artificial intelligence and robotics.
November 2021 •
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