Joe Desmond, Director at Recruit2Care outlines his top tips for recruitment and retention for the year ahead.
As 2024 unfolds, the social care sector is navigating a critical juncture, particularly following the UK’s migration policy revisions announced by Home Secretary James Cleverly. These changes amplify the importance of domestic recruitment, a challenge recognised by Care England’s Chief Executive, Professor Martin Green. With a growing need to revitalise domestic recruitment strategies, the sector must also focus on making care work an attractive and fulfilling career choice.
The government has recognised the critical role of domestic recruitment in bolstering our care sector. As part of this acknowledgement, they have earmarked additional funds for training and development initiatives, highlighted by the Care Workforce Pathway ambitious goal to train nearly 40,000 staff members. The infusion of resources is a positive development, yet it has been met with cautious optimism. Professor Vic Rayner, Chief Executive of the National Care Forum, commented on the funding announcement: “The news that additional funding will become available for training and development in the sector is also welcome, although without details of what this will mean in practice it is difficult to determine impact. The commitment to train nearly 40,000 staff is a step up from the current position but represents under 10% of all new starters in the sector, and of course none of these commitments come with any focus on moving us closer to a set of pay terms and conditions that match the skills and expertise laid out in the new pathway.”
Helping you navigate this path here we share four key steps you should look at for your recruitment and retention goals this 2024:
- Creating an attractive and fulfilling career
- Values-based recruitment
- Positive and energised work environment
- Employee Assistance and Wellbeing Programme
To thrive, the social care sector must position itself as a profession capable of attracting individuals from diverse backgrounds, offering clear paths for career advancement, quality leadership, and extensive training opportunities.
Values-based recruitment (VBR) is a cornerstone in this strategy. As evidenced by Skills for Care’s data, VBR leads to more engaged and committed staff, with a 62% reduction in sickness and absence rates and a 72% improvement in performance. This approach, when coupled with learning and development initiatives, has been shown to significantly improve workforce metrics, including lower staff turnover and higher ratings from the Care Quality Commission (CQC).
Implementing VBR effectively, as outlined in Care England’s ‘Savings, Solutions and Sustainability’ by Damien Wilkins, is crucial in addressing the sector’s high vacancy and turnover rates, making social care a more attractive career option.
Creating a positive and energised work environment is vital. This involves not just offering job security and benefits but also highlighting the opportunities for improvement and growth that the sector offers. Showcasing real stories of career progression, leadership development, and the impact of quality care can inspire more individuals to consider a career in social care.
An Employee Assistance and Wellbeing Programme is another key aspect of this strategy. Such programmes support the overall wellbeing of staff, offering both preventative and immediate solutions to challenges like financial stress, burnout, and bereavement. This holistic support not only aids in retention but also in making the sector more appealing to potential recruits.
In 2024, the social care sector faces the dual challenge of adapting to new recruitment realities while making the sector an attractive career choice. By focusing on values-based recruitment, fostering a positive and energised work environment, and providing comprehensive support systems for staff, social care can transform into a sector that not only attracts but also retains a diverse and dedicated workforce, ready to meet the challenges and embrace the opportunities ahead.
For those seeking knowledgeable assistance or guidance on navigating these recent announcements, Joe Desmond invites businesses to reach out for support in managing this evolving landscape.
recruit2care.co.uk
