Posted: 21 October 2021
Building a loyal and experienced team can mean providing a higher quality of support to the people who you provide care to.
But retaining staff can be a challenge, particularly in a sector as diverse and fast-paced as social care, and in light of the current COVID-19 pandemic.
You can work towards retaining your staff for the long-term from the beginning of the recruitment process, by hiring people who are a good fit for social care and your organisation from day one. Hiring people who are a value fit for your organisation, means they’re more likely to build a long career with you.
Using values-based recruitment is a tried and tested solution to help you hire people with the right values and behaviours to work in care, and to fit into your team. It’s also a great way to assess candidates who have no experience of working in a social care role but might have other experience which demonstrates they have the right values. This could include from a hobby, volunteering experience or from everyday living.
What is values-based recruitment?
Values-based recruitment may be something you’re already very familiar with. It essentially means prioritising candidates’ values over hard skills and experience during the recruitment process and hiring people whose values match those of your organisation.
Values-based recruitment starts with you being clear as an employer what your core workplace values are and making sure these are embedded in everything you do as an organisation. If you haven’t done this already, our example values framework and mapping tool can help you to identify your values.
For example, you may pride yourself on being a team that always goes above and beyond; innovation may be at the heart of everything you do, or it may be open and honest communication which drives how you work.
Knowing what your core workplace values are means that you can assess for these values when recruiting new team members and hire people who are a values-fit.
You can assess for values by asking questions which explore how candidates would respond in different scenarios, rather than focusing on previous experience and qualifications. For example, asking interviewees to share a time when they handled a certain situation (for example, helping someone when they needed it most or respecting someone’s right to make their own decisions), why they chose to deal with the situation that way, what the outcome was and what they learned from the experience. Asking candidates to complete our resource What values do I need to work in social care? as part of your values assessment can help candidates think ahead about transferrable real-life experiences.
Creating a sense of belonging and loyalty
Hiring people who match your values is likely to help you to build a team who will stay with you in the long-term. This is because if they have the same values as your organisation, there will be a joined-up vision and understanding on how to achieve this vision.
Someone who shares the same values as the organisation, and the rest of the team, will likely feel a greater sense of loyalty as you’re working towards the same goal. New staff who match your values will also feel an immediate sense of belonging, which will help to embed them into the team quickly and support long-term job satisfaction.
Having a team who share the same values also allows an opportunity to flourish, as staff will have a clear and natural understanding of how best to respond in different situations in line with the organisation’s values. This will support employees in feeling confident and accomplished in their roles, all of which feeds into job satisfaction which supports retention.
Build a strong workplace culture
Workplace culture is the character and personality of your organisation. It's made up of your organisation's leadership, values, traditions and beliefs, and the behaviours and attitudes of the people in it.
Building a positive workplace culture is key to retaining staff.
Values support culture as they provide your team with a clear vision of what your organisation stands for, what success looks like, and what values should drive their decisions and behaviour.
Our ‘Introduction to workplace culture’ outlines what workplace culture is and why it’s important.
Find out more about value-based recruitment and retention with our information and resources.
Discover more information and advice about retaining staff with our #RetainToGain spotlight