It is estimated that by 2030, the number of people aged over 85 will have doubled, and so recruiting and retaining staff in the care sector is only going to become even more important.
Finding the right people with the right qualities, skills and values is not always easy, but cutting corners and lowering standards will only create more problems and cost to managers and business owners. It could also damage your reputation.
Obviously, to attract and retain quality people, you have to offer appropriate rewards. However, money is not the only motivator (and probably not the highest motivator) in order to attract the right calibre of people. It is important to focus on building your ‘talent pool’ and trying to retain as many staff as physically possible.
Building your 'talent pool'
Consider raising awareness of your company values and culture through various forms of media, whether that is your website or social media. Ask yourself what makes our business unique, why should someone choose us?
Ensure that you know what your employees are saying about you on job boards and employer review websites.
Consider setting up structured work experience placements targeting school leavers. Build relationships with your local schools and colleges. Demonstrate that you can provide a fulfilling and rewarding career with opportunities to learn new skills, gain qualifications sand progress. Look at offering apprenticeships. Put structured training programmes into place and build your own talent pool. It might need a bit of effort at the beginning, but in the long term, you will have developed a steady stream of potential talent.
Staff retention
In terms of retention, you need to deliver and not disappoint. People want to feel part of something and it is not difficult to achieve. Making small things happen such as a clean, inviting place to work, providing good staff facilities and an open and friendly working environment. Invite feedback from your staff, even if at first you receive some negatives, demonstrate you are listening, consider suggestions and give feedback. Consider internal briefings team meetings, cross team training, employee of the month awards, trivial benefits (mentioned in the article above) or little treats. You never hear an employee moaning about too much communication, but you will often hear complaints of little or no communication. Add an element of fun or a social event, providing staff with the opportunity to get to know each other and bond as a team. Give them a feeling of belonging and it may well be returned by their loyalty.