Recruitment and retention strategy

Older male

The recruitment and retention strategy has been developed by the sector, to be a framework for finding and keeping workers in adult social care, in a personalised and community led society. It gives a vision for social care that will be able to meet the challenges of the changing demographic and funding issues.

The strategy provides a route map that identifies how workforces can adapt to make sure they have a recruitment and retention process fit for the present and for the future. It’s been developed though to ensure it is a practical tool that can make a real difference to employers working across different settings.

The strategy:

  • identifies barriers to finding and keeping staff
  • given solutions to overcome the barriers
  • looks at how the sector can develop new career pathways and learning and development opportunities
  • gives examples of good practice to show how changes can be made.

Recruitment and retention strategy

The strategy is currently being refreshed and an updated version is being launched on 8 September 2014 in London. If you are interested in attending the launch please email:  

The Recruitment and retention implementation plan is an ambitious document that details the work being done by Skills for Care, other sector partners and employers to ensure that the sector is able to attract, develop and retain a workforce capable of delivering the vision of adult social care as set out in the recruitment and retention strategy. It provides details of what actions are going to be taken to implement the strategy, lists which partners are involved and gives timescales for completion dates. 

The implementation plan is designed to be used with the Workforce Development Strategy Action Plan which supports workforce commissioning, planning and development to meet the new vision and priorities in adult social care.      

Recruitment and retention implementation plan

Skills for Care commissioned research to uncover good practice examples in attracting and retaining workers. The research confirmed what we already thought; that combining good communication, training and worker independence creates motivating and rewarding environments which leads to higher level of staff satisfaction and loyalty. The research found that addressing these issues should see an increase in retention levels.

Executive summary workforce retention report

Workforce retention full research report

We have produced case studies to demonstrate how organisations working in different environments can use the findings to help with their recruitment and retention issues.

Our latest infographic uses data from the National Minimum Data Set for Social Care illustrates the number of people joining and leaving the social care workforce on an annual basis. 

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