Key Points I have learnt in Health & Social Care Recruitment

It comes as no surprise as you all know by now I have been in recruitment a long time! As some of you will also know here at Mash Care we have focussed for the last 12-18 months on health care recruitment (although we do also support other recruitment).

During that period it's been an interesting time recruiting and I have seen some real highs and also some lows. The recruitment process has had to be dynamic and we have had work with our clients regularly in order to adapt to get to candidates being offered a position.

With that in mind I thought I would take this opportunity to give you some tips about recruitment in the Health Care Sector and some of the things I have found along the way. Recruitment in this sector is harder than ever so I do hope these findings useful and feel free to add your thoughts in the comments below.

1. Importance of Responding Quickly to People

Time is of the essence! Candidates, especially in the healthcare sector, are often evaluating multiple opportunities simultaneously. A swift response not only shows professionalism but also makes candidates feel valued. It can significantly improve your chances of securing top-tier talent. You also need to have at the back of your mind, this is not the only role they are applying for, typically they have applied for 4-5 other roles so jump on their application quickly.

2. Scrapping the Application Form Barrier

This is a massive one for me and providers need to rethink the traditional application form. Often, it serves as a barrier rather than an aid. Candidates might get discouraged from applying due to its length and complexity. Instead, consider a more streamlined process that encourages candidates to showcase their skills and passion for the role. That being said I understand why its needed (usually in line with CQC regulations) but in my experience asking candidates to complete AS PART of the face to face interview process massively increases candidates turning up for interview.

3. Pay Rates: Competitive Edge

In the competitive landscape of healthcare recruitment, pay rates play a pivotal role. To attract the best talent, it's crucial to benchmark your pay rates against other providers regularly. Offering competitive compensation not only attracts but also retains skilled professionals. Another point to remember, particularly for domiciliary care agencies is travel time, pay for the time they are in the car, if you don't they will rush visits and also you need them to travel from A to B- SO PAY FOR IT!!

4. Induction Process: Setting the Stage

A well-structured induction process can make all the difference. It sets the tone for a candidate's experience with your organisation. An effective induction ensures that new hires feel welcomed, informed, and equipped to perform their roles effectively from day one. Regardless of whether someone has 50 years experience or none they need to see your company values and how you work with your customers.

Whilst we are discussing inductions, you need to pay them!! Its ridiculous that some providers won't pay new starters or wait until probation is complete (for fear of them leaving afterwards), if you don't trust those people that you have just hired, why have you hired them in the first place!!!!!

5. Post-Recruitment Support

Recruitment doesn't end once a candidate joins your team. Ongoing support is essential for employee retention and job satisfaction. This can include mentorship programs, regular check-ins, and opportunities for professional development. Utilise your team leaders and supervisors and get them out doing spot checks and visits with new staff. New staff are often eggar to learn more and get to know the company better so get those more senior members of staff out and seeing them.

6. Progression Routes: Career Growth Matters

Career progression is a significant factor for candidates, especially those in healthcare. Clearly defined progression routes not only motivate employees but also signal that your organisation values and invests in their long-term growth and success. I have seen some providers where you have a care assistant and they report directly into the Registered Manager, if you have 15-20 care assistants who all want to eventually become a RM they will leave as there is no steeping stones in order to get there and way too much competition.

7. Employer branding

Employer branding in healthcare recruitment is vital for attracting and retaining top talent in a competitive market. A strong brand enhances reputation, it actually reduces recruitment costs and fostering employee engagement. It supports strategic growth by attracting skilled professionals aligned with the organisation's values. In healthcare, where reputation is crucial, a positive employer brand boosts overall industry standing. Additionally, it cultivates a culture of belonging and pride among employees, encouraging long-term commitment and productivity.

Of course there is a lot more that can also be done, so if you have any other ideas leave them in the comments below.

We have been working with a number of providers over the last 18 months to 2 years and as I mentioned there have been ups and downs but recruitment is a crucial part of the very existence of the healthcare sector and maintaining a constant stream of new carers either staying in the sector or new coming into it.

If you're looking to optimise your recruitment strategies in the health and social care sector or need expert guidance, I'm here to help! Feel free to reach out to me directly to discuss how we can collaborate to support your recruitment needs.