Summary
- Learn recruitment tips to navigate hurdles like staff shortages and high turnover.
- Salary is important but not everything: a secure job with fair career progression matters as much as competitive pay, and benefits like welfare programs and emotional support make a big difference.
- Modern leadership: candidates value building trusted relationships with managers. Focus on empowering rather than micromanaging them.
- Innovative recruitment: keep it real with personalised videos for recruits, community engagement, and flexible work options to reflect real world conditions.
- Team culture: a positive, supportive environment leads to higher staff retention.
- Long-term opportunities: offer training and growth pathways to keep staff motivated and improve retention.
Want to attract top talent. We’ll show you how.
We understand that providers in the UK care sector have been facing a multitude of challenges when it comes to recruitment. With an ageing population and challenges around the cost of running services, the pressure and demand are ever-increasing. At the same time, the context has changed – and in this post-Brexit, post-COVID time, staff shortages and high staff turnover are persistent issues.
But there are plenty of strategies that can help! As the social care sector continues to weather what has been described by some as, ‘a perfect storm’ when it comes to recruitment, we take a look at some of the key things residential care providers can focus on to attract their ideal recruits.
Salary matters (but not as much as you think)
It would be easy to say that the thing that most prospective employees are looking for is the best pay. While it’s true that, in the times we are in, salary matters, it’s the whole deal that attracts and retains your ideal candidates. Demonstrate to them that the role is secure and that you have a fair approach to career progression and equal pay and you’ll encourage their interest. That said, the offer of a competitive salary will also always help grab people’s attention.
Modern management
Of course, any organisation needs to have strong leadership but, thankfully, the days of the micro-managing taskmaster approach are over. In these more enlightened times, employees are looking for more trusting working relationships – managers who can communicate the values and wider vision of the business, and enable and empower their teams to cooperatively realise that vision.
Innovative recruitment techniques
Attracting and retaining your ideal candidates takes trust-building just like attracting your ideal clients. Enhance your branding to show your values, use personalised video in your recruitment process to connect and build trust, and consider targeted campaigns, flexible work options, partnership building and engaging people at community events so you reach the right people.
Great team culture
After over 10 years of working closely with a broad range of care providers across the UK, the most effusive feedback (and the biggest gripe) we notice is all about the team ethos. Those care homes where everyone felt valued and supported were the ones that saw much greater staff retention and more empowered teams. As mentioned above, this should be driven by management but every single member of staff needs to have their voice heard because, as much of a cliché as it might be, teamwork really does make the dream work.
Drive for development
Empowering team members to continually learn and grow is vitally important when it comes to recruiting and, perhaps more importantly, retaining quality staff. According to Skills for Care, “well-trained and dedicated staff contribute to the delivery of high-quality, person-centred care and support.” When you consider the costs of continually having to recruit new people, the investment in staff training pays for itself in the long run
Benefits that go beyond money
In the early days of the COVID-19 pandemic, when many people were furloughed or working from home, the pressure that fell onto the teams in residential care settings was immense. There were many stories of care staff sacrificing family connections to protect the residents they cared for. In response to this, some care companies offered resources catered to the physical and emotional support of their teams; from pilates and yoga to mindfulness courses and access to free confidential support lines. These details can make all the difference when recruiting and retaining a workforce.
Great team culture
After over 10 years of working closely with a broad range of care providers across the UK, the most effusive feedback (and the biggest gripe) we notice is all about the team ethos. Those care homes where everyone felt valued and supported were the ones that saw much greater staff retention and more empowered teams. As mentioned above, this should be driven by management but every single member of staff needs to have their voice heard because, as much of a cliché as it might be, teamwork really does make the dream work.
Drive for development
Empowering team members to continually learn and grow is vitally important when it comes to recruiting and, perhaps more importantly, retaining quality staff. According to Skills for Care, “well-trained and dedicated staff contribute to the delivery of high-quality, person-centred care and support.” When you consider the costs of continually having to recruit new people, the investment in staff training pays for itself in the long run.
Benefits that go beyond money
In the early days of the COVID-19 pandemic, when many people were furloughed or working from home, the pressure that fell onto the teams in residential care settings was immense. There were many stories of care staff sacrificing family connections to protect the residents they cared for. In response to this, some care companies offered resources catered to the physical and emotional support of their teams; from pilates and yoga to mindfulness courses and access to free confidential support lines. These details can make all the difference when recruiting and retaining a workforce.
The whole package
There’s no getting away from it, paying a competitive salary is important, especially when the headlines are constantly screaming about rising prices of food and services. But it isn’t just about a pay packet at the end of the month. As we mentioned previously, many people are looking for a career in care, not just a job. So long-term benefits, such as a pension, are also key factors to consider. All of these factors can, and will, improve your chances of finding quality employees. By investing time and resources in enabling and upskilling your teams so that they can flourish together, you’re far more likely to keep hold of them once you’ve found them. Get in touch to find out how Cahoot Care Marketing can help find the team you’re looking for.
