Being experts in the Social Care recruitment arena - Cohesion feel well placed to provide an overview of the current state of recruitment in Social Care. During our recent seminar - we covered the 6 key influencing factors on the state of recruitment, and discussed how and why they make recruiting into Social Care vacancies so difficult. Following that - we discussed our top 8 strategies for overcoming them.

1. The State of Recruitment
in Social Care
September 2017
Amanda Marques & Dave Beesley

3. Agenda
• Six key features of State of Recruitment in
Social Care
• Eight strategies to deal with them

4. Skills Shortages
• “RoyalAcademy of Engineering suggests we will need more than a million new engineers and technicians
by 2020”
• “One million more construction jobs over the next five years - Federation of Master Builders”
• Figures from the Office of National Statistics indicate there are currently 767,000 job vacancies across the
UK, a growing number in the last 12 months!
• “1,000,000 new workers required for SocialCare by 2025”
• Last year – there was an estimated shortage of 84,320 care workers, meaning around one in every 20 care
roles remained vacant.

5. Brexit
• Better or worse?
• EU migrants fill an estimated 6% of jobs in the Social Care sector in
England, which equates to around 84,000 roles
• One in 10 of England’s care workforce are from Europe, and 90% of
these EU migrants don’t have British citizenship

6. Technology & Social Media

7. Recruitment Process: The
Fundamentals
• Understand generational differences in
attraction
• Using values-based assessment
• Engagement and assessment within process

8. Staff Turnover
• People are going to leave!
• How you deal with it is what can
make a difference

9. Perception of Care as a Career
• Dealing with the Misconceptions

10. NHS
• Pay enhancements to reward out-of-hours, shift and overtime
working
• Better career and salary progression, based on the application of
knowledge and skills
• Automatic membership of the NHS Pension Scheme

11. State of Recruitment in Social
Care
• Not enough people
• Technology and its constant change
• Quality of recruitment & assessment
• Retention challenges
• Dealing with perceptions
• The NHS

12. Strategies
• Broadening the Funnel
• Employer Branding
• Application Process & Engagement
• Technology & Social Media
• Talent Pools
• Values-Based Recruitment
• Onboarding & Retention
• Nursing

13. Broadening the Funnel
• Young People / Millennials
• Older People
• Men in Care

15. Employer Branding
• What is so great about
you?
• Dealing with the
perception problem
• Its always about the
money

16. Application process & applicant
engagement
Clean & slick
• Engaging & user
friendly
• Sell your message
• Use videos and imagery
• Device responsive
Regular
communications
• Direct contact
• Feedback
• Multiple touchpoints
Education and training
for Managers
• Candidate = more important than ever
• Positive experience, regardless
• Candidates talk!

17. Technology & Social Media
• Younger audiences
• Engaging with communities
• What the future holds

18. Talent Pools
• Technology
• Forward planning
• Simple communication

19. Values-Based Recruitment
• “Recruit for will, train for skill”
• Be consistent
• Know what good looks like

20. Onboarding & Retention
• Cost of getting in wrong
• Pre-employment challenges
• You as much as them
• Retention interviews

21. Nursing
• Skills shortage
• Knowing their worth
• All of the above

22. Summary
• Broadening the Funnel
• Employer Brand
• Application Process and Engagement
• Technology & Social Media
• Talent Pools
• Values Based Organisations
• On-boarding & Retention
• Nurses

23. Questions?