Neil Eastwood , Founder of Sticky People
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Sticky People conducted client surveys and found that tough mindedness was important for care providers. A major London care provider surveyed 102 of their clients from January to April 2015 and found similar results. Sticky People also surveyed 1,461 US care job seekers and their research supported the importance of tough mindedness.
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Neil Eastwood , Founder of Sticky People
- 11. Source: Multiple Sticky People client surveys
- 17. Tough Mindedness
- 20. Source: Jan-April 2015 Major London Dom Care Provider, n=102
- 21. Source: US care job seeker survey n=1461
Editor's Notes
- You will see a difference in the quality of care staff based on their motivations for taking a job in care.
- We over-rely on Internet Job Boards and based on my research this is a critical error for care recruiters for multiple reasons. I recommend continuing with job boards but refining how you approach them and supplement this weak source with local outreach as described later.
- This shows the quite stunning impact on retention of where you source your staff from.
- Discussion about the components of an effective employee referral scheme. There are a number of elements that makes up a great ERS. A key one is moving the effort to new starters when you first have access to their network and they are keen to help.
- Many US homecare providers enjoy a flow of high quality new staff from the recommendations of clients and families they deliver care to. You should check with Social Services before asking their funded clients for referrals in case it is restricted. In the US they use 4 hours of free care vouchers but simply asking will deliver results. Ensure the message is not coming across as panicky!
- Recommend staying in touch with ‘good leavers’ as in US research 3 out of 10 returned when approached
- You will probably find about a third of your staff are currently or have recently cared for a loved one. This is a high potential group
- The correlation between active worship and suitability for care is quite distinct. Aside from the rostering challenge for Sundays (or Friday/Saturday in other faiths) this is a high potential source of quality staff
- Age is the primary predictor of long stayers in homecare (after gender) based on regression modelling in longitudinal research. Over 55’s are the core best stayers.
- In order to attract the over 55’s then these phrases have been identified as successful in job ads or face to face ‘selling’ of a care role to mature potential care staff.
- Qualified responses indicate a risk of them hiding an issue – example: “Are you willing to work every other weekend for us?” A qualified answer should be probed.
- The Sticky People PeopleClues screening tool has mapped thousands of the best and worst performing care staff. It tells the interviewer how close the applicant’s personality fits the job role, what weaknesses there are and what to ask to probe. Tough-mindedness is a key identifier of tenure.
- The second PeopleClues screen is to look for patterns of responses that indicate heightened risk of Safeguarding issues such as those shown.
- Interview no-shows are a perennial problem in the care sector and on the rise due to the ease of applying on internet job boards.
- Applicants who have committed 8 minutes to take a PeopleClues assessment are much more likely to show for interview.
- Consider allowing an interviewee to spend 5 mins with a care worker after the interview so they can ask them questions they wouldn’t dare ask you. It improves your acceptance rate and makes the member of staff asked to do it feel valued.
- There is a whole other plant of ideas and research around retention which I hope to share another time….but I can squeeze in a few findings now
- Send a signed welcome card as soon as a candidate accepts your job offer. They will be less likely to dump you for another offer
- Note good wages do not feature for care staff but are seen as the top priority from a manager’s point of view