Posted on Tuesday 18th October 2016
Our latest State of the adult social care sector report suggests social care employers are struggling to find and keep suitable workers, and we think taking a values based approach to recruitment and retention can help.
It estimates turnover rates of 27.3% per year, an increase of 4.7% since 2012-13. It also reports a steady increase in the vacancy rate, with approximately 84,000 adult social care vacancies at any one time.
If you want to improve staff performance and increase your retention, research suggests employers taking a values based approach to recruitment are reaping the rewards.
Values based recruitment involves focusing your recruitment efforts on candidate’s values, behaviours and attitudes, rather than their experience and skills. The approach opens the potential to reach new pools of candidates who have the right values to work in care, who you might not have found using traditional methods - increasingly important for social care employers recruiting in highly competitive labour markets.
This means you employ people suitable for social care, who perform better and are more likely to stay.
Here are five reasons why you should consider a values based approach to recruitment.
1. Improve the quality of care your staff deliver
"Great care and support can only be delivered by people who have the right values, behaviours and attitudes” says Rachel Lawrence from Oxfordshire County Council.
A person’s values affect how they behave and their ways of working, so it’s important you find the right people.
2. Improve your staff retention
By recruiting people with the right values, you can ensure they’re the right person for the job and your organisation, and also make sure the job’s right for them.
Our research suggested staff turnover was 5.6 percentage points lower amongst employers using a values based approach to recruitment and retention than those using traditional methods.
One employer said: ‘It has helped our ability to grow the organisation and streamline the recruitment process with improvements to staff turnover’.
3. Save the time and cost you spend on recruitment
The same research reported that benefits to quality of care outputs outweighed the costs (with the exception of investments in personality profiling tools).
Skills for Care estimates that the total cost of recruitment is 25% lower when employers take a values based approach compared to traditional methods.
One employer said
‘We are more efficient, completing tasks in the same time but getting more from it’.
4. Recruit a more diverse workforce
Recruiting people for their values rather than their experience and qualifications will help you to find great workers you might have otherwise missed.
One employer said
‘A structured approach has identified the right individuals for the right roles almost irrespective of their backgrounds and
former jobs, which have included hairdressers, chemicals workers and models’.
National charity Sense told us taking a values based approach
“…helped us improve our recruitment practices. We’ve been able to reach people who may have previously thought they didn’t have the right experience to work in social care; this also supports our desire to increase diversity within our workforce.”
5. Spend less time up skilling and training staff
We estimate that the cost of up skilling workers recruited through a values based approach is almost 25% less than workers recruited through traditional methods.
We also predict that the time for workers to meet average performance is 3 weeks less for those recruited for their values.
Find out more
If you’d like to learn more, our Interviewing for values, behaviours and attitudes seminar will teach you the skills and techniques to interview for values.
We’ve also updated our online toolkit to help you introduce values based recruitment in your organisation. It includes an example framework to help you identify your workplace values, and lots of examples and templates to include values in your job descriptions, adverts, application forms and interviews.