Training and Healthcare Blogs
Top Tips for Recruiting in the Care Sector
Guest blog by Highfield HR
At Highfield HR we have a wealth of experience with guiding employers on how to get the best out of their recruitment process and we understand that getting it right can be tricky, especially for those in the care sector where both recruitment and retention is a challenge many are facing now more than ever.
Below we list our top recruitment tips for the care sector;
- Plan ahead. A good recruitment process that is carefully planned will help you attract the right candidates to the role you are advertising. Make sure you think ahead and consider how you will develop good job descriptions, who will take care of developing contracts of employment and checking company policies are up to date, what interview techniques will you adopt in the interview process and how will you score applicants?
- Familiarise yourself with the legal requirements associated with employing staff in this sector. Successful candidates must be suitable to work in a care setting and therefore must undergo an Enhanced Disclosure and Barring (DBS) check. These checks will disclose convictions, cautions, warnings, reprimands and checks against barred lists. If you recruit a barred person to partake in regulated activities such as providing care (see full list of regulated activities you will be breaking the law. It is important that the right level and type of check is requested to avoid legal liability.
- Ensure your job description is non-discriminatory, clear on what the job role will involve, includes benefits, and promotes the values of your business. Make sure the job description is attractive to candidates by including any benefits included with the role, but also aims to target the right individuals for the job, with the right skills, values and experience you are looking for. Consider including a clear description of responsibilities and duties, salary, working hours, and essential criteria with required qualifications and competencies along with those that will be desirable to enhance performance such as skills and personal attributes.
- Invest in your employees. One of the main barriers the care sector faces is retention due to the low pay, few opportunities for career progression and the growing competition for qualified staff. Consider the benefits that would convince candidates that they want to work for you by being clear about what you can offer staff in return for their hardwork. Incentives such as offering flexible working patterns or investing in the development of your employee can attract great candidates to your role.
To ensure you recruit the right candidate for the role it can be useful to offer a taster shift, to observe a candidate in the working environment, and maybe consider handing out a care worker information pack so candidates know what will be expected of them before you invest your time and money into a new employee, whilst ensuring you recruit the right person for the role.
Would you be interested in taking on staff at no extra cost to your business? Make sure you don't miss out on the Government funded Kickstart Scheme. Find out more information about the scheme on the Highfield HR website, if you would like further information give us a call on 01656 336097.
