Recruitment and retention

Recruitment and retention are essential elements to the experience of citizens in receipt of care services.

Attracting recruits

• Widen talent pool demographics – refugee and migrant workforce, graduates etc.
• TLAP – advertise to local communities
• Overseas recruitment and sponsorships
• Offer opportunities – career progression, upskilling
• Recruitment events
• Values-based hiring
• Widen advertising of roles

Retention

Why is it important?

• Building strong relationships with vulnerable service users
• Team relationships strengthening
• Saving spending on emergency agency staff
• Building a strong, skilled workforce

What can be done?

• Offer upskilling, qualifications and career progression
• Be open and honest with your workforce
• Work with us and JobCentre+ to find the right people for the right role
• Set realistic expectations
• Training opportunities

What is the Council doing?

• Bringing Job Centre+ and independent sector support providers together - ensuring that they better understand the needs of the care sector in Coventry – what a role in care is, sharing vacancies, which kinds of roles are available.
• Working to grow the pool of interested applicants - increasing the number of sector-specific courses offered by Job Centre + and City College delivered to job seekers (two/three-week course/work experience/guaranteed interview with potential employer)
• Employment “Market Place” Events – held in localities across the city organised in partnership with our Migrant and Refugee Teams and the independent sector employment officers.
• Producing the Provider Support Pack with numerous resources and advice.

Additional considerations for best practice

• Conduct a literacy and numeracy test (view the example format)
• Have a clear package of benefits for employees
• Adopt a positive leadership style
• Recognise and reward good work
• Strong and supportive inductions
• Look through provider support pack