There was some evidence of values-based recruitment supporting efficiency by enabling better
Tackling social care workforce crisis with improved approaches to recruitment and retention
appointments, building team motivation and identity, and offering a framework to tackle under-performance. Values-based recruitment also motivated managers themselves, and there was some evidence of it supporting retention. Managers reported that interviews were more fun, and valued the holistic assessment of the candidates. Others found that values-based recruitment questions which replaced knowledge and skills questions had worked well. What our partners say Jez Ashdown, Locality Manager (North West) at Skills for Care said: Skills for Care work with social care employers across England to support them to find, keep and develop the workforce. Like GELL, we are passionate about promoting evidence based approaches so it was a great to be a partner in this important research project. Both organisations recognise how good employment practices are an important part of the solution to recruitment and retention in social care.
managers through masterclasses, peer learning and skills coaching with qualified HR experts. Our project partners, including CIPD, local councils, NHS, and Skills for Care, were particularly keen to support managers in using values-based recruitment (VBR). This approach aims to attract and retain good quality people by aligning the values of the individual and the organisation. It focuses on how and why people make choices in work – how attitudes, motives and values influence behaviour. Values should be embedded well beyond the recruitment stage, and are key facets in touchpoints like induction, supervision and training. Evidence suggests that values-based recruitment can lead to positive outcomes including the delivery of good quality care, employee engagement and lower labour turnover. What our managers found We found that many managers lacked knowledge and confidence in basic recruitment practices, so it’s important that such training is provided alongside values-based recruitment training. Our managers also reported that workload and short-staffing can make values-based recruitment implementation challenging. However, when they were able to experiment with new practices, they experienced positive results.
The adult social care (ASC) sector has long struggled with high turnover and vacancy rates, but the number of vacant posts has soared by 55,000 (52%) since 2020/21, according to the latest Skills for Care report . The Health and Social Care Committee’s report on Workforce: recruitment, training and retention in health and social care highlights the threat that this poses to ensuring the safe and effective delivery of care in the future. There is no easy fix to this incredibly complex, multi-faceted issue, but there are evidence-based approaches to recruitment and retention which may help organisations.
Sarah Acton FCIPD Project Fellow – Good Employment Learning Lab.
Using values-based recruitment to address staff shortages The Good Employment Learning Lab (GELL, part of Manchester Metropolitan University) has been working with managers across the North West to understand and tackle a variety of management challenges. The ESRC-funded project has delivered training to line
Access the CIPD’s line management resources here .
REGIONAL INSIGHTS
Autumn 2022
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