Recruiting poor staffand losing the good ones

Recruitment & Retention

David Hurren

“I have never taken on a poor member of staff but have dismissed many”

Where did it go wrong?

The facts

• Less In 2008 over 1.4M were employed within social care

• In 2025 this is expected to be 2.8M

• Care home staff turnover is 25% p.a.

• In home care turnover is 28% p.a.

Source: Guardian 2008

How do we improve recruitment and retention within the care

sector?

• Our greatest asset

• Our best solution

• Our biggest frustration

Recruitment

• Does anyone here interview for care

positions?

• Has anyone witnessed a poor interview?

• Has anyone here received training on

interviewing?

Care recruitment costs are estimated to

be £3,000 - £8,000 per appointment.

Indirect costs accounting for over 50%.

Effective sources of talent

1.Own / Corporate website (59%)

2.Recruitment agencies (54%)

3.Local press (32%)

4.Employee referral (29%)

5.Job boards (27%)

Source: CIPD 2011

• Prepare - Agree your recruitment

criteria. What makes a great carer?

• Listen – it’s a two way process, you are

also being interviewed

• Remember what it was like to be the

other side of the table – it’s not nice!

Retention - So why do people leave

1.Poor management

2.Poor training and development

3.Poor induction

4.Limited employee involvement

5.Poor selection

It’s not all about the money or the unsociable hours

Source: CIPD 2011

Daily Challenges

• Quality of care

• Managing budgets

• CQC compliance

• Staffing

Building the right culture

• Empowerment

• Having a voice

• Individual approach

• Tailored training

• Recognition / valued

• Time

The employer brand!

In summary

Of course retention is better than recruitment

• Improved care through experience and continuity

• Reduced employment costs • Improved culture• More time for all those other issues

But we need both and we need to do both.

01273 573755www.simplicarecentre.co.uk/resourcing