Staff recruitment
all levels the chance to strengthen their skills. After all, it benefits companies to be consistently building the skillsets of their teams. In addition, there is a huge amount
of value in investing in junior talent. Apprenticeship programmes give teams the chance to train up people at the start of their career, supporting them throughout and increasing the likelihood of them staying on when the programme ends. Through the Audley Academy, we have partnered with the very best apprenticeship programmes, ranging from level 2 to level 7, and with MBA programmes. Furthermore, when we realised that
not everyone wants to commit to a longer programme, we set up shorter courses to attract people who were keen to try out the career. It is all about being agile and flexible, understanding what training is needed and regularly refreshing how it is delivered. We believe that learning should be a
normal way of life, rather than an add-on for those who actively seek it. As growth so commonly comes from learning from our peers, we set up a champion model where team members can become Audley ‘champions’ to deliver training, share best practice, or support teams in all areas from health and safety to mental health. Alongside having our partners
and subject experts delivering training, team members get to feel inspired and encouraged by their colleagues every day.
Recruiting fresh talent When it comes to recruiting new talent, the digital capabilities around hiring have developed significantly in recent years, and it is always worthwhile keeping on top of recruitment trends and the different ways of engaging with talent. Working with specialist digital recruitment agencies can help to tap into a wealth of insight and make the process far more efficient. This digitalisation extends to all areas
of recruitment – with apps specifically designed for aspects like employee referrals, building on gamification to make it fun as well as financially rewarding. It can be extremely valuable to have
a dedicated care resourcing team to handle hiring. Not only will this ensure a smoother attracting and screening process, it will enhance the experience for candidates and make it quicker to respond to applicants too. For larger or growing organisations,
providing career development opportunities across different sectors, such as hospitality, care and operations, can encourage people to grow their career from the outset – a big selling point to candidates who know that there will be opportunities for growth and promotion. For both our new recruits, and current
team, we strive to be able to offer as much flexibility as possible alongside a range of benefits. At Audley, when we are recruiting a new employee we will offer a variety of contracts so we can be as flexible as possible and make sure the new role suits both parties. We also have in place a wide choice
of benefits, ranging from medical cover, employee discount schemes and discounts on the facilities at our villages. We believe this really sets us apart from other domiciliary care providers. Once new members of the team are bedded in there are always opportunities for them to develop their careers across different sectors. Whether that is people joining our hospitality environment, getting exposure to care, or vice versa; it allows them to build their portfolio of skills and grow their career at Audley.
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www.thecarehomeenvironment.com • October 2021
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