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Recruiting Great Care Workers isn’t Easy But Maybe You’re Partially to Blame!

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 turn-over, 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:

  • The pay is too low
  • No one wants to work in care
  • People are only applying to keep their benefits
  • Everyone is working at our competitors because they pay more
  • We can’t find the right people with the right values
  • I don’t have enough time

I could easily go on and list another 10 points but for the purposes of 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 because in most cases, the Owners/Directors and Managers are heavily contributing to their own recruitment failures. However, it’s really important for you understand that despite this, I have yet to meet a single company, or individual that is doing this with the intention of damaging their own company or recruitment activities. I would go as far as to say that in +90% of the cases, they are totally 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, its 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 a HR Manager, HR Managers are not recruiters. It’s a different skill set and if you’re big enough to have a HR Manager then I’m sure they have 101 other things to do on any given day. 

Gone are the days when you can put an advert in the paper and be swamped with applications. You can’t simply call the job centre and ask them to send you 5 people tomorrow for interview. The game has changed and if you don’t change your process and adapt, then you’re going to be in big trouble. 

Here are 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.

  • Application forms – when, where and how are you using this in your process
  • Career Page – Is yours a live page with real-time vacancies and can people apply directly
  • Applicant Tracking System – Bob used to say, if you can’t measure it, you can’t improve it.
  • Who’s accountable for recruiting? Owners/Directors is this ‘really’ a good use of your time?
  • Time from advert placed to job role filled – How long is your process?
  • Recruitment Metrics – Are you measuring your efforts?
  • What is your cost per hire? Do you even know?
  • Do you call every single applicant 3x send them 2x emails and 2x texts before discounting them? If not…then why not?

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.

If you want to learn more about The Care Hub’s Outsourced Manager Service Recruitment then please click HERE or alternatively, Book a Call with me today to discuss your own unique needs. 

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  • Recruiting Great Care Workers isn’t Easy But Maybe You’re Partially to Blame!

    Recruiting Great Care Workers isn’t Easy But Maybe You’re Partially to Blame!

    5th July 2019
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