It has never been more important to recruit effectively in the care sector, says care home specialist Caresolve; according to James Parkin, co-founder and operations director, many care homes find it difficult to find – and keep - high quality staff.
He says: “It is a common problem around the country because demand for good quality staff far outweighs supply at present in the care home sector.
“It means that it has never been more essential to retain your staff once you’ve recruited them.
“In order to attract the best candidates, and ensure the need to recruit is kept to an absolute minimum, we believe it is important to differentiate yourself from your local competitor homes, to really value your staff, and to show them recognition where it is deserved.”
If you are going to recruit most effectively, James has suggested the following key things care homes need to do:
• Assess what you need and understand what the minimum level of experience required is.
• Delegate where appropriate.
• Role profile: ensure it’s clear, concise and provides the job seeker with a good summary of day-to-day responsibilities involved, the minimum requirements of the application and crucially, how to apply. Include phone numbers on adverts where permitted.
• It is essential to ensure that the person responsible for writing the job advertisement is grammatically sound and has a good standard of written English. .
• Always, where feasible, publish the salary on offer for the post, even if you advertise it as a salary bracket (from £ to £, negotiable, depending on experience).
• Utilise as many means as possible to promote the vacancy.
• Ensure whoever is screening and shortlisting CVs has an excellent understanding of the candidate profile you’re looking for.
• Where possible, telephone-screen shortlisted candidates before inviting them for face-to-face interview.
• Before interviewing, do prepare in advance.
• Where possible interview in pairs and have at least one of you taking notes.
• Be prepared to go to a second interview if you are unsure about a candidate or more than one candidate impresses you.
• Once a decision has been made, phone the candidate to tell them.
• Assuming a verbal offer is accepted, follow it up with an offer in writing as soon as possible.
• Keep in regular touch with the candidate throughout the checks/offer process.
• On their first day, ensure the home and staff are well-prepared to welcome the new staff member – induction arranged, training plan in place.
• Plan ahead for any further/future recruitment.
