Staff recruitment


Developing, retaining and recruiting staff post-Covid


Lisa Rickman-Orpen, human resources director at Audley Group, explains how the later living developer is taking steps to ensure it has a pipeline of talent coming through its ranks


The past couple of years have thrown challenges to all corners of the nation, and the globe, as we learned to adapt to life during a lockdown. As is the case during any time of crisis, the NHS came under the spotlight as we leaned heavily on the work and support of health workers and hailed their bravery in protecting lives while risking their own. In the same vein, care workers took


on a hero status as front-line workers supported not only the physical health of older people in the UK but also mental health as we battled long periods of isolation. The challenges may have been significant, but most care workers will likely agree that there have been incredibly rewarding moments during a period of crisis. Certainly, in the case of our own care


workers, being a source of hope, support and companionship for care customers has made the challenges worthwhile. They have overcome the hurdles, donning full PPE for many months and getting out delivering care, and so often taking on more than their job role requires


– be it as hairdressers, food deliverers or quiz masters. Those behind the scenes, managing teams and branches, have also had their fair share of restrictions to navigate. Covid-19 put the sector under the


microscope, and it taught us some important lessons about the need to support care workers and the vital work that they do. It is essential that we build strong teams that deliver high-quality care, and also to provide staff with the opportunity and means to progress within their own careers. It is also key to improving retention, as


a workforce that feels they are receiving support, training, opportunities for development and the chance to share their views will be happier and stronger. This value cannot be underestimated and should be invested in, and part of the culture, from the very start of a business.


The Audley Academy way At Audley Group, training and development is nothing new – it is embedded in our culture to continually


learn new skills or reach desired qualifications. Yet our programmes and learning opportunities have accelerated in recent years. In many ways, Covid-19 led us to sharpen our model and adapt to the huge changes that came about and responding to the needs of our staff. We set up the Audley Academy with


the intention of giving our team the opportunity to enhance their skills and experience. Over two years down the line, and our Audley Academy has developed into an award-winning model through which we empower our care staff to develop their careers in a number of directions. Through the Audley Academy, staff are


given career pathways from day one. With their goals in mind, team members can take on bespoke training programmes that guide their careers at Audley in a certain direction, and that, importantly, are fun and flexible. Whether they are starting as a junior


carer with ambitions to become a general manager, or a member of the hospitality team with the desire to progress to an operations director, the pathways encourage staff to set their sights on progression and growth from the very beginning. Of course, even in similar roles, new


joiners are not always starting with exactly the same level of experience. That is why, for staff working toward the Care Certificate Framework, we offer two models to follow depending on whether care workers are experienced or inexperienced. Giving staff this opportunity to progress


within their own company is the best way of retaining strong talent and encouraging development. Providing in-house training programmes that all follow the same structure and include accredited learning are a great way of offering staff at


October 2021 • www.thecarehomeenvironment.com 47


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