Posted: 11 February 2019
Your staff shape your organisation and the quality of care you provide, so it’s important that you select the right people.
We know that lots of employers put time, effort and money into recruiting, and that this pays off.
But when you’re short staffed, some employers have admitted that they rush through the recruitment process and prioritise getting enough staff in rather than getting the right staff in.
This might benefit your organisation in the short term, but getting into the cycle of rushing recruitment and taking on the wrong people isn’t sustainable and puts your organisation, staff and the people you support at risk.
Employers with a turnover rate of less than 10% told us that they plan their recruitment, use a range of channels to promote their vacancies, regularly review their job adverts and use different selection methods. Most of these things aren’t time consuming or expensive, but the investment has definitely paid off.
Annette Baines, Programme Head for Recruitment and Retention at Skills for Care, shares some of the best ways to invest in your recruitment process, to get the biggest rewards.
Plan your recruitment
Before you advertise your vacancies, you need to know who you want to recruit so you can be proactive and attract the best talent.
You can use our National Minimum Data Set for Social Care (NMDS-SC) to store information about your workforce, and compare it to local and national information, to make informed decisions about your recruitment.
It can help you to explore your current workforce and identify any gaps, so you can target your recruitment and get the right mix and numbers of staff to meet the demands of your service now and in the future.
You also need to think about the type of people that you want to recruit.
Before you recruit, it’s important to think about your organisational values and culture. Having a positive culture and strong workplace values will help you attract people who know what it means to deliver high quality care and who are more likely to stay.
You should review your organisational values regularly to make sure they still reflect the aims and objectives of your organisation, and embed them into your recruitment process.
Attract the right candidates
Each time you recruit, take the time to review your job adverts and descriptions and ensure they reflect the type of candidate you want to recruit. The more accurate they are, the more likely it is that you’ll get applicants who match it.
Make sure they include your organisational values, so you can quickly assess whose application you want to progress, and whose you don’t. Our ‘Embedding values into job descriptions and person specifications’ guide can help.
On Tuesday 12 February, the Department of Health and Social Care is launching a national recruitment campaign to attract more people to work in care, and you can download their resources to help you attract more candidates.
Select the right people
Investing time in the selection process can reduce the number of ‘wrong choices’ and save you the time and money associated with recruiting the wrong people.
There are lots of methods that can help you select the right people, and you might use more than one, including:
- using profiling tools
- involving people who need care and support in selection
- offering potential candidates a taster day or trial shift
- involving existing staff in selection
- conducting values-based interviews
- running an assessment centre or day.
Keep an eye on our website next week for our ‘Six ways to select the right people’ article.
Break the cycle and invest in your recruitment
Investing in recruitment can ensure you find the best candidates for your vacancies and break the cycle of recruiting and re-recruiting the wrong people.
We have lots of tips and resources to help on our website, or follow #RecruitToCare on Twitter to keep up to date.