In the highly demanding field of care recruitment, empathy stands as a cornerstone. The unique challenges faced by the care sector, particularly in hiring compassionate and dedicated care workers, call for a recruitment approach that balances efficiency with a deep understanding of human needs. This blog delves into the intricacies of care hiring, drawing insights from a webinar we hosted with Care Friends and Relish Care Recruitment alongside an exploration of the human element needed in care recruitment.
The care sector is distinct in its requirements for emotional maturity and empathy. Care workers often come from diverse backgrounds, many with personal experiences in caring for loved ones, which shapes their approach to care. This emotional maturity is not age-dependent but is a result of life experiences that foster a deep sense of responsibility and empathy towards those in need.
Care workers are not just employees; they are individuals who have chosen a path that demands a significant amount of emotional effort. This is not just about performing tasks; it's about connecting on a human level with those they care for. The ideal care worker profile, therefore, is one that combines professional skills with an innate ability to understand and empathise with others' experiences and emotions.
While technology like an applicant tracking system plays a crucial role in streamlining the recruitment process, it should remain largely invisible to candidates. The focus should be on reducing administrative burdens, allowing recruiters to dedicate more time to understanding and engaging with candidates. Technology should facilitate, not dominate, the recruitment process, so you can always have confidence that the human element remains at the forefront.
In our approach, the ATS, that we've developed closely with our care clients, helps them utilise technology to enhance the recruitment experience - not to replace the personal touch that is so vital in this sector. Our applicant tracking system, for instance, is designed to streamline the administrative aspects of recruitment, freeing up time for recruiters to engage in meaningful conversations and relationships with candidates. Having a balance ensures that while you benefit from the efficiencies of technology, you never lose sight of the importance of human connection in the recruitment process.
Referrals have emerged as a highly effective method in care hiring. They not only bring in candidates who are likely to be a good fit but they also enhance retention rates too. Care workers referring friends often means that these individuals align with the values and demands of the role, leading to higher quality hires who stay in the job. A report by LinkedIn revealed that 46 percent of referral hires remain in their position for at least three years.
The referral process in care hiring is not just about filling vacancies; it's about building a community of like-minded individuals who share a common purpose and passion. When a care worker refers someone they know to the company they work for, it's a testament to their belief in the organisation and its values. It creates a strong foundation for a dedicated and cohesive team, essential in providing high-quality care.
Another key to maintaining a strong workforce of care workers lies in retention. According to the UK Health Foundation, the country will require 627,000 social care workers by 2030, making it crucial to address the issue of turnover. While pay is an important factor, there are deeper reasons why care workers leave their profession, often within the first few months. This can be traced back to how the role is presented in job adverts and how the organisation is portrayed on careers sites, which may differ greatly from the reality.
Working in care for the first time can be daunting, so it's essential to focus on ensuring new and potential hires have a realistic view of what it's like to work in care rather than just selling them a dream to get them through the door.
Understanding each candidate's motivations, preferences and concerns is crucial. Recruiters should strive to create a connection with candidates, making them feel valued and understood. This approach not only improves the recruitment experience but also helps in identifying candidates who truly resonate with the ethos of care work.
It also means being sensitive to the challenges and apprehensions that candidates might face. For many, a career in care is a significant commitment and they may have concerns about their ability to meet the demands of the role. By acknowledging and addressing these concerns, you can provide the support and reassurance they need to embark on a rewarding career path.
One of the significant challenges in care hiring is the time-to-hire. Factors such as compliance checks and DBS processes can prolong the hiring process and introduces the risk of candidates dropping out before their first day if another job opportunity comes along. But maintaining communication and setting clear expectations can mitigate these delays and risks. Recruiters should focus on keeping candidates engaged and informed throughout the process - and that's one of the reasons we developed our Welcome Hub to help you keep your new hires engaged while they go through compliance checks before their first day.
Addressing these challenges, it's crucial to recognise the importance of transparency and communication. And this is where utilising an ATS steps in to manage the admin processes required to deliver an outstanding experience for candidates. An ATS will allow you to keep candidates informed about each stage of the recruitment process, including any potential delays. Doing this not only helps manage their expectations but also builds trust and shows that you value their time and interest.
From a poll we ran in a recent webinar asking what the main challenges are when hiring care workers, the results weren't surprising but nevertheless confirmed everyone's thoughts 👇:
In conclusion, care hiring demands a nuanced approach that prioritises empathy and human connection. While technology and efficient processes are important, they should serve to enhance, not replace, the human element in recruitment. By understanding the unique profile of care workers and fostering genuine connections, recruiters can successfully navigate the challenges of care hiring, ultimately leading to a more compassionate and dedicated workforce.