If you’ve been responsible for recruitment at any level, then you’ll already know that it’s a complex job at the best of times and there are many challenges with hiring great talent regardless of the sector you serve. However, social care has a lot more challenges than the majority of industries, especially when it comes to sourcing and selecting great Care Workers.
Hiring the right people with the right values is vital to the success of your company and if you haven’t worked this out already, then I’m guessing you’re either experiencing high staff turnover, being crippled by extortionate recruitment agency fees or you’re struggling to grow your company, with the latter usually applying more to Domiciliary Care and Home Care providers.
Regardless of location, company size, or service offering, the most common problems I hear when speaking to Owners, Directors, Registered Managers are:
I could easily go on and list another 10 points but for this blog, I’m going to stick with the theme of ‘It could be your fault’ and I’ll cover the other topics in later articles.
The reason I say it ‘could’ be your fault is that in most cases, the Owners/Directors and Managers are heavily contributing to their recruitment failures. However, you need to understand that despite this, I have yet to meet a single company or individual that is doing this to damage their company brand or recruitment activities. I would go as far as to say that in +90% of the cases, they are unaware that their actions are wasting their time, wasting their money and wasting great and potentially great talent.
When I first got into recruitment, I was lucky enough to be coached by a guy called Bob Marshall who I believe is one of the best coaches in the business. Based out of Atlanta, Georgia in the USA, Bob has been a recruiter and coach/trainer for 39yrs this year. He’s seen it all and he’s headed up one of the largest franchise recruitment companies in the US. He’s not only an amazing coach, but he’s a great guy too. If it weren’t for Bob, I doubt I’d be doing what I love today and I definitely wouldn’t be writing on this article.
One of the very first lessons Bob taught me was that recruitment is a process, not a set of random events. In short, recruitment isn’t something you do when you’ve got time. You can’t take short cuts, you need polished scripts, you need to track your numbers or ‘metrics’ as Bob would say, and you must have high levels of drive and tenacity if you’re going to be successful as a recruiter. The problem is, most care providers have no in-house recruiter. They don’t have the time, the systems, the polished scripts. ‘Yes’ they may have selected some poor soul in their business to be their so-called ‘recruiter’ but in most cases, it’s an administrator that’s simply been tasked with the job of recruiting with no real skills or training and more often than not, they hate it. Even when a company is big enough to have an HR Manager, HR Managers are not recruiters. It’s a different skill set and if you’re big enough to have an HR Manager then I’m sure they have 101 other things to do on any given day. Overseeing the process is one thing, but calling 500 candidates on a Monday morning and chasing interview no-shows isn’t their greatest strength and I very much doubt they will relish the thought.
Gone are the days when you can put an advert in the paper and be swamped with applications. You can’t simply call the jobcentre and ask them to send you 5 people tomorrow for an interview. The game has changed and if you don’t change your process and adapt, then you’re going to be in big trouble and left behind.
Here at the Care Hub, we offer a recruitment and retention healthcheck. This looks at your current processes and procedures. Who’s doing what tasks, how long it takes from start to finish, where you’re spending/wasting advertising budgets etc. The Healthcheck provides you with a company-specific report that outlines your immediate challenges and provides you with a set of recommendations that you can implement yourself or we can support you with some or all of it. By identifying where your bottlenecks are, you can make the necessary adjustments and do something about it.
Here are some key areas you may need to address in your current recruitment process.
As mentioned earlier in this blog post, there are a lot of challenges and its never going to be easy but you can make simple changes that if implemented, will transform your recruitment.
We will be launching some free recruiter training webinars specifically designed to help business owner and managers understand current problems and how to address them so please keep your eyes peeled in September / October for dates.