Recruiting poor staff and 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.