Domiciliary Care

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Domiciliary Care

  1. 1. Domiciliary CareThe Employment Challenge
  2. 2. Background• Estimated that 500,000 people are currently receiving some kind of care in the home• Demand is set to grow with an aging population• Demand is set to grow owing to government policy• Increased longevity is predictable
  3. 3. Market• Highly fragmented• Regarded by many as a commodity product• Hard to differentiate• Intense competition• Users tend to measure the cost rather than the benefits• Staffing – sourcing and retention
  4. 4. Staffing• Working with the elderly is not for everyone• Unpredictable work patterns• Emotional impacts• Lack of appreciation• Pressurised on time• Poorly paid• Dubious employment practices• Transportation
  5. 5. Analysis Of Issues• Many are common (previous slide)• Recruiters need to deconstruct employee offerings to make them transparent• Honesty and integrity is required at every stage of the process• Fees will be payable but can’t be assessed until the full picture is known
  6. 6. What We Do• Our greatest strength is in mass and continuous recruitment both Nationally and Internationally.• We have powerful tools at our disposal• We use a mix and match policy + we measure• We constantly experiment to widen our access• www.workontap.co.uk is an example• www.job-description.co.uk is another
  7. 7. Our Tools• Page 1 of Google rated websites• 3 x Google News channels to get our messages out• Internet advertising, principally Adwords• Selection and promotion of key search terms• 4400 times a month “care home jobs” is entered as opposed to 260 times for domiciliary care jobs
  8. 8. Our Tools /Continued• Article generation to hold and refresh interest• Email newsletters (takes time to be effective)• Social Media – LinkedIn: We have a reach of 10,000,000 – Facebook: We run 7 pages see 2 examples below • ESLTeachersInSaudi • WorkingInAustralia – Twitter: We broadcast messages regularly• We rarely advertise in the conventional sense.
  9. 9. Transactional vs. Relational• If you are looking at a transactional relationship – we are not suited• We need to drive deep into your business to analyse the issues and format solutions• For us to be effective we must be part of the team• Open, easy and speedy communication needs to be the norm• HR must think and work outside of the box• Cart & Horse Recruitment
  10. 10. Interested? What We Need From You• Information – lots of it!• Job descriptions, the more detailed the better• Contracts of Employment, if boiler plate used we’ll need: – Transparent terms and conditions of employment – Details of Key Performance Indicators – An indication of what you want and when you want them – we are not psychic or miracle workers
  11. 11. What We Need From You /cont• Copies of recruitment packs• Induction packs• Documentation you need from candidates• Recent adverts used and response rates• Anything and everything you think might improve our understanding of the recruitment routes you have used and the outcomes
  12. 12. What Will You Get From Us• A detailed planBut not before we have agreed terms andconditions with you.

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