recruiting poor staff and losing the good ones recruitment & retention david hurren
TRANSCRIPT
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Recruiting poor staffand losing the good ones
Recruitment & Retention
David Hurren
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“I have never taken on a poor member of staff but have dismissed many”
Where did it go wrong?
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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
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How do we improve recruitment and retention within the care
sector?
• Our greatest asset
• Our best solution
• Our biggest frustration
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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%.
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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
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• 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!
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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
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Daily Challenges
• Quality of care
• Managing budgets
• CQC compliance
• Staffing
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Building the right culture
• Empowerment
• Having a voice
• Individual approach
• Tailored training
• Recognition / valued
• Time
The employer brand!
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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.
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01273 573755www.simplicarecentre.co.uk/resourcing