INTERNAL

About WR Internal

WR Internal sub divisions

Internal Retained recruitment services.

Meet the WR Internal Team

Meet Lewis Richards

I wanted to work in a place where everyone feels part of the DNA, where I had a voice, where taking risks was promoted, I could make mistakes, then learn, develop and deliver. And finally, receive praise for my hard work. So that's what I have created and continue to champion at WR.

An interesting fact about me is: I once got bowled out for a golden duck, due to a bad call from my partner at the crease, playing for the British High Commission against the Australians in the 15th Ottawa Ashes. As I left the field the British High Commissioner for Canada said "Hard luck old boy, at least you can say you have been run out by a Brigadier". Needless to say, and with no help from me, we went on to win..!!

Meet the WR Internal Team

Meet Jackie Robinson

I manage the finance team. I grew up in Wickham and studied in Bournemouth and Southampton, completing my ACCA qualification at age 26.

I have two kids and two dogs that I love. As for what I do in my spare time... I’m not quite sure what spare time is?

An interesting fact about me is that I accidentally met Take That in the Grand Palace in Thailand and got stung by a jelly fish in Florida.

Meet the WR Internal Team

Meet Zahra Asharia

I am a Finance Assistant here at WR and I cover purchase ledger, staff payroll & commissions, month end accounts, budgets and Financial Reporting.

I was born and raised in Zimbabwe (yes I’m African), I moved to London for university and studied Accounting and Finance at Kingston University. I have worked in recruitment for the past 4 years, I seem to be connected with agencies ,every time I apply for job through an agency I get recruited internally, but I’m not complaining J

I am a part-time baker in my spare time, baking is my passion and I’m always inspired to try something new. I enjoy cooking but most importantly eating, I’m always eating/snacking, (I make the office smell like a cinema sometimes).

Interesting fact about myself, If we were under lockdown in the office, my food drawer would be our survival kit.

On a serious note, I’ve lived in Zimbabwe 18 years of my life but had never been to Victoria Falls (until last year)..

Meet the WR Internal Team

Meet Sue Arnell

I work in business support, taking care of travel requirements for client visits, stationery orders and the all important staff lunch requests! I set up user accounts for staff when they join WR and help to maintain our database to ensure the data they have available is as accurate as possible.

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WR Internal news

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Within the last few weeks, the government has announced several developments to lockdown measures and the management of Covid-19. This includes relaxing of the two-metre social distancing rule, reopening of hospitality businesses and changes to the furlough scheme. All of these factors will impact the British economy greatly, including the logistics sector. And with the end of the furlough scheme in sight we’ve seen a big change to the talent management strategies of employers across the logistics arena. How will furlough changes impact logistics employers and workers?From ongoing conversations with employers across the logistics sector, the WR Logistics team has noticed several trends emerge which have not only impacted employers over the past few months, but will also greatly affect talent strategies as we move further out of lockdown. It’s perhaps unsurprising, albeit hugely unfortunate, that as we approach the end of July – when the furlough scheme begins to taper – some logistic employers will face the task of making redundancies due to the impact Covid-19 has had on their business. In fact, a survey of over 2,000 companies in the UK, conducted by lender, Marketfinance, found that a quarter of furloughed staff will likely face redundancy. Despite this, however, the positive news we are hearing is that many who have used the furlough scheme to date, are making plans to gradually bring staff back into the business as the market begins to pick up again and they balance furlough numbers with business security. So while this clearly demonstrates that many employers in the sector are still suffering, signs of positivity are beginning to emerge against a backdrop of uncertainty. And even though many logistics employers have either made the tough decision to reduce headcount, or utilise the furlough scheme, there are others who have taken advantage of a quiet market and been more bullish in their approach to increase their market share. By focusing on growth and preparing for the return to the “new normal” these businesses are now in a strong position to bring on talent to meet demand going forward. Clearly, the strategies of logistics employers throughout lockdown have varied greatly, but one thing is for sure. We are now operating in a market saturated with professionals seeking employment. But while this on the surface appears beneficial for those employers looking to attract talent to help drive growth, it is not without its challenges. And this is something we have been increasingly talking to clients about in recent times. Talent acquisition in the current climate It’s clear that with a far greater number of applicants in the market, recruitment processes can become more difficult, time consuming and costly to the employer. And this is something we are noticing first hand with a number of clients that WR Logistics has partnered with. Many have expressed how recruiting in the current environment has placed greater burden on their hiring teams. And with research from the Recruitment & Employment Confederation (REC), revealing that a bad hire can cost up to £132,000 in lost productivity and staff turnover, it’s perhaps more important than ever in a fragile market that businesses employ the right people. Consequently, we have been working with a number of clients to streamline their recruitment process and help identify candidates that not only have the right skills sets, but who are also a good fit for the business. And one way we have successfully achieved this is through utilising psychometric testing. Utilising psychometric testingPsychometric testing, often known as behavioural assessment, is a robust tool which is becoming more popular amongst top businesses to help identify valuable sources of information when making hiring decisions. And when combined with recognised recruitment methods, hiring based on psychometric results can lead to better quality hires and a reduction in employee turnover. So while CVs are great for highlighting an individual’s qualifications and job history, behavioural assessment can delve much deeper into a person’s attitude and perspectives. By having a clear insight into a candidate’s way of thinking, their methods of decision-making and more knowledge on how the person learns, employers can critically analyse if the individual’s skills and personality suits the company. This allows hiring teams to make much more educated decisions on the people they bring on board, which is proven to reduce costs and time further down the line. And it is for this reason that we have developed our own tool to help clients navigate the talent arena and find the right person for the role – all for no extra cost. Just in case you’re unfamiliar with behavioural assessment, although the process varies from company to company, it usually involves a questionnaire that asks the candidate about their opinions, preferences and priorities. Based on the results, and by comparing the answers against years of historical data and expert analysis, the individual’s attitudes and behaviours can be extrapolated. Behavioural reports can include information such as preferred working environment, how they respond to tight deadlines, preferred management style, approach to selling, and much more. If you’re sceptical, ask one of your employees – preferably one you’ve known for many years – to take an assessment. You’ll likely be surprised at just how accurate the results are.Making the right choiceWhile there’s no disputing that the last few months have certainly been difficult and challenging for logistics firms across the UK, it’s by no means all doom and gloom. And as lockdown measures continue to ease and businesses begin to hire once more, it’s important that talent management strategies are adapted to ensure that employers have the right talent on board to help them grow in the ‘new normal’. If you’re one of those employers that have taken advantage of a quieter market, we have the people to help you continue on your growth trajectory. And for those logistics firms hoping to play catch up, we can help you get the right people on board quickly.To find out how you access the best logistics talent for your firm, contact our experts today to find out how we can help you.

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A positive that has emerged from the coronavirus pandemic is society’s new-found appreciation of public sector professionals. Over these last few months, we have all witnessed the value these workers bring to society, and while the team here at WR have long appreciated the individuals that are employed in the field, a huge proportion of the general public have now realised just how needed these key workers truly are. In light of this, we are seeing more individuals take an interest in social care careers, which is great news for those employers investing in bolstering their workforce at a time when there’s a short supply of candidates. However, while this is fantastic news, we must ensure that we maintain the momentum on social care careers post Covid-19. The initiatives helping to boost the social care workforce During the crisis, there have been a number of companies that have invested in social care talent. For example, private sector employer, JP Morgan, has recently teamed up with the Prince’s Trust in a bid to get more young people into the health and care sector. The banking giant has invested £540,000 to help turn the NHS pre-employment support programme ‘Get Started With Health’ into an online package. This funding will help the Prince’s Trust to increase its outreach efforts, recruitment, mentoring and coaching support for young people and graduates. Adapting the ‘Get Started With Health’ programme into a digital package is part of a wider £1.4 million commitment by JP Morgan. Over the next 11 months, it’s expected that 1,000 young people will benefit from this programme, gaining the support needed to connect with work opportunities. The end goal of this scheme is to help create a stronger health and care workforce for the future. The ‘New Normal’ virtual conference Nursing and Midwifery Council (NMC) chief executive and registrar, Andrea Sutcliffe CBE, is a great example of the many individuals shining a light on the importance of inspiring new entrants in to the social care profession. Andrea was among the keynote speakers at ‘The New Normal’ – a virtual conference for challenging times in social care – hosted by Care Talk. At the conference, she highlighted how the Covid-19 crisis has changed the perception of social care nursing, and why this must continue. During her speech, Andrea said: “I’m clear that we must continue to make the most of the huge opportunities we’ve now got, as a consequence of the immensely difficult times we’ve had, by standing up for social care nursing – not just in terms of older people, but in the interests of those people living with mental health problems, learning disabilities and physical disabilities who rely and depend on highly skilled nursing care too.” She then went on to express: “Most importantly of all, improving the perception and recognition of social care nursing is a shared responsibility of all of us who lead, manage and work in health and care services. It is incumbent on all of us to promote, champion and strengthen our social care nursing community – who really are the heart of our local communities – now and for the future.” Social care skills shortage Andrea certainly made some important points, and she’s right, we all have a responsibility to address and change the false perceptions of the industry which have existed for too long. Unfortunately, public sector workers have not always been praised, and it’s no secret that the sector has previously struggled with attracting talent.In fact, in adult social care, around one in 10 social worker and one in 11 care worker roles are reportedly unfilled. When we also consider the fact that demand for social care workers is expected to rise in line with the UK’s ageing population, it is crucial that we invest in skills now. Why we need to maintain the momentum on social care careers However, while the number of professionals needed to close skills gaps seems considerably high, we have been presented with a rare opportunity to bolster social care workforces. With almost a quarter of the UK’s private sector workforce on furlough and many now unemployed, there are a number of skilled people who are looking for meaningful roles beyond the role they are trained for. What were once ‘maligned’ roles are now rightfully recognised as key pillars in the foundational economy. It’s important that employers seize this opportunity to attract talent as this will aid the survival of social care careers post Covid-19 and help lessen the burden that comes with talent shortages. A career in social care in not only meaningful to individuals, but also to society. It’s vital that this message is emphasised to job seekers, students and graduates. As we enter the ‘new normal’, organisations should focus on building their employer brand to make long-term prospects in the public sector more enticing. Additionally, they should adapt their approach to be fit for the world of work post-Covid, including how they communicate with potential candidates, creating a strong employee value proposition and enhancing their offering. Social care careers post Covid-19 As lockdown measures ease and we slowly move towards the ‘new normal’, it’s important to keep the momentum going and highlight the sector as great place to work. With the right employer brand and workforce planning, organisations can still attract passionate individuals who truly care about social care post Covid-19. Taking the right actions now and maintaining the momentum of social care careers post Covid-19 will ensure that there is enough talent to plug current and future skill gaps, helping to protect the sector and allow it to thrive in the years to come. The coronavirus crisis has been one of the biggest challenges to social care and the general public in a generation. However, despite all of the hurdles that it has presented, it may well be a moment for positive change for the sector and its workforce. The WR healthcare team is still providing the same high level of service as ever and some of the team are already back in the office. All of our consultants can be reached via their landlines, email, and social media profiles, so if you’re looking to choose a career in healthcare, why not reach out to them? To find out more, contact us today.

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Many employers work with multiple recruiters on each vacancy in the onerous belief that's the best way to recruit. That belief is often rooted in 1 or more of these reasons:It will keep recruiters on their toes and 100% committedYou will receive a better spread of candidates and thoroughly cover the marketRecruiters are all the same, they just fling CVsIt is in your interest and the best way is to work with multiple recruitersWell, as a lifelong recruiter and founder of a successful recruitment business I will explain why this is a total fallacy and it is simply not in your interest to give your crucial new vacancy to multiple agencies.100% committed - Really?If you typically give your vacancies to say 4 recruiters in the belief they will work harder for you, that's not going to work. This really is a big miscalculation on how decent and successful recruiters work and here’s why; If you give your vacancy to 4 recruiters, you are in effect giving each recruiter 25% of your commitment. Would you therefore expect each recruiter to give you more than 25% commitment in return?I can tell you from inside the recruitment industry, no professional and experienced recruiter is likely to give you more than 25% of their commitment in return. Why would they?You are likely to be working with a junior and in-experienced recruiter who has KPIs to hit and someone who knows little about your market or has a network to go to.If I’m completely honest our success rate for a multiple agency vacancy is around 1:8. This is called contingent recruitment. That means for every 8 jobs we work on and every 8 job adverts we pay for, every 8 jobs we market out to candidates and spend time selling the benefits of that employer to we get paid for just 1:8. So put another way our business receives payment for its services on just 12.5% of the time and effort invested when working on contingent multiple agency jobs.It’s a much different story when we look at clients we work on a retained basis with. This means they pay part of the fee up front, somewhere between £250 - ⅓ of the total fee. Now, when we compare that to our success rate on retained vacancies the ratio sores to just over 1:1. In this case, we are paid for around 97% of our time and effort. This difference in success rate benefits those customers exponentially. As these employers are 100% committed to us, we are able to commit 100% to them. This means we invest substantially more time into their exclusive vacancy AND we are able to offer a wide range of other services for absolutely no extra cost. Some examples of our standard services include: psychometric assessments, up to 12 months guarantee, video interviews, fee instalments and many more. Find out more HERE.Better spread of CV or just CVs FAST!By giving your vacancy to multiple recruiters you are in fact inviting each one of them to treat your critical vacancy on the basis of SPEED. You are asking them NOT to spend time researching the market and finding out who is the best, tapping into networks and digging around, but instead to scrape the databases and job boards for readily available candidates. You have to ask yourself why these readily available candidates are so readily available!Recruiters are all the sameWell, lots of recruiters and recruitment firms offer the same CV sending (flinging) service - that’s true. And it’s also true that's what lots of employers want or rather that’s what many employers accept or infact encourage by not working closely with one agency. In my agency we offer what are typically classed as premium recruitment solutions for no extra cost. Services such as psychometric assessments, free replacement guarantee period up to 12 months, pre-recorded video interviews and much more. We do this by working on a retained basis, which as mentioned before simply means clients pay the first £250 up front. This way both of us are totally invested in getting it right. Check out more here It is best to work with multiple recruitersSo, taking into consideration my points above, it certainly isn’t in your best interest to work with multiple agencies. Sure, for different roles it might be best to work specialist agencies, but don’t give every vacancy to multiple agencies. Work with 1 agency at a time, give them your 100% commitment, allow them to get to know you, your business and your expectations. They will then be in a position to give you a better service and represent your business in the best possible way to the talent you need to hire.If you want to improve your hiring process to save money, improve retention rates and get value for money get in touch

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So you hired a sales person who can’t sell. Well, you’re not alone.Let me guess at some scenarios that happened leading up to that bad hire.Their CV showed they’d worked for some respected competitorsAt interview they said all the right things and name dropped the right peopleYour recruiter said they were the best sales person they’ve represented in agesYou actually had a gut feeling they wouldn’t work out, but took a chance anywayThe candidate was the best of a bad bunchAnd how many of these scenarios are also true?You didn’t reference them prior to offerYou didn’t check their achievements against their targetsYou didn’t speak to the people they name droppedYou waste lots of time inducting and training themThey upset your existing staffHaving introduced them to your customers, they caused issues with themYou paid a recruiter a hefty fee and have nothing to show for it other than a mess to clear upYour reputation is tarnished with your team, your boss and your customersYou did 4x 1st interviews, 2x 2nd interviews and made an offerNot all the people involved in hiring we’re convinced but you overruled themAs Einstein said, "The definition of insanity is doing the same thing over and over again, but expecting different results."So, now we know the story and believe me it happens all the time, how are you going to recruit the next sales person?As a lifelong recruiter and founder of a successful recruitment agency I’ll share my top 5 tips.1. Check sales achievements against sales targets thoroughly. There is only one mark of a good sales person and that’s RESULTS. Good sales people ALWAYS put their results against targets on their CV. 2. Verbally reference the best candidate prior to offer.And do it personally. Don’t get HR to send your standard reference request to another HR person who will send back a generic, dates of employment pointless reference that you’ll receive 3 weeks after they’ve started. Instead pick up the phone, call their old bosses and ask for an ‘off the record heads up’3. This is tough to do - but LISTEN to your gut feeling. Even if it means starting the process again. Your years of experience, your human intellect, first impressions, naturally suspicious mind works best instinctively so USE IT. The time and money you will waste with each mis-hire is up to 3x their salary.If you don’t believe me check out this Bad Hire Calculator and work it out for yourself.4. Work with one specialist agency on an exclusive basis. Working with multiple agencies or any agency that sends you an interesting CV is a quick way to make a bad hire. There are many reasons why this is true, read my blog to find out more.5. Screen candidates thoroughly. This should be through multiple ways. Some examples are: psychometric assessment, competency questions, trial day, test written communication, Maths, English, scenario basedYou can do all these things easily and cheaply yourself, however if you would prefer a professional recruiter to take care of it for you for NO EXTRA COST book a call with us.With an average recruitment for of 16% we offer all of the options below:Free replacement guarantee up to 12 monthsPsychometric assessmentsFee payment installmentsCompetency based questioningVideo interviewing pre-recorded100% money back guarantee if we don’t deliver

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There’s no doubt that every business has had a tough time over the last quarter. Covid-19 has disrupted our professional and personal lives in a way that no-one could have ever imagined. In logistics, the impact has been a real rollercoaster as operations were closed temporarily before being re-opened with some facing greater demand than prior to the lockdown. But we’re starting to see the tide turn in my view. The easing of restrictions has certainly helped get logistics moving again, but there has also been more investment in the industry as well as changes being made by some businesses as they re-allocate their resources to deliver against the evolving needs of the supply chain during Covid-19. So, what does the future have in store for logistics and the talent it needs? The future of logistics: a ‘new’ workforce In a recent feature, the editor of Logistics Management magazine outlined some rather interesting views on what lies ahead for the industry in the US that certainly resonates with us here in the UK. In the piece, Bridget McCrea shared her views on the peaks and troughs of activity in the logistics field in the States: hiring was up in March across warehousing and storage operators, by May layoffs were a thing of the norm, but this month showed more promising signs. For logistics employers that had faced a shortage of drivers and warehouse operatives prior to the pandemic, a rather interesting development has emerged. Potential new hires now include displaced workers from other sectors that are looking for employment where ever they can find it. And while they might not have chosen a career in logistics before, Covid-19 has demonstrated the critical role it plays for every business in every sector. This has, in turn, led to a shift in the reputation of logistics as a safer employment option for the masses, making it a more appealing job option. It’s likely that this trend will continue as the uncertainty carries on, but for logistics managers, navigating potential heaps of candidates from a range of backgrounds is going to be the new challenge. Technology and automation after coronavirus While the displaced workforce is certainly an opportunity for businesses to fill resourcing needs swiftly, it also presents a potential threat in the longer-term. As other industries see an uptick in activity again, there is a chance that any new hires who moved across to logistics as career opportunities dried up in their specialism, will eventually return to their original industry. According to McCrea, when this happens it is likely to bring the discussion of automation and technology back to the fore of logistics. Innovative tech has been creeping into logistics for a while now. We’ve seen the likes of Amazon’s delivery robots and its trials of drones. The Covid-19 crisis may have dampened some of these developments temporarily and pushed the need for people back up the agenda, but there will be a movement back to greater automation and use of software to streamline the supply chain once things return to ‘normal’. Of course, that doesn’t mean there will be a significant impact on people in the industry, after all there have been widespread staff shortages noted in logistics that will still be a challenge when we emerge from the other side of the pandemic. There are areas across logistics such as drivers and warehouse managers that simply can’t be automated – not fully at least – and demand for these individuals will certainly continue. Where automation is implemented, though, skills requirements of the workforce will need to adapt. Those working with or managing the technology will need to be trained to use them efficiently and spot anything that could be going wrong. Businesses will face competition for the best talent with experience delivering automation that will only intensify as time move on. But those able to adapt to this landscape and engage with these individuals will certainly be the ones that thrive in the future. Examples of growth Change and uncertainty are without doubt the topics of conversation at the moment. However, as we start to plan for the future, things are looking up for logistics. The team here at WR have received more calls from candidates and employers alike, a trend that shows no signs of slowing as we ourselves look to a possible return to the office. Across the industry we’re seeing more reports of growth, investment and evolution. Online electricals retailer, AO, announced recently that it has opened a new distribution warehouse in Crewe, its third in the town, to make sure its growing number of customers get what they need, when they need it. According to the firm this is the first of many new developments as it continues to increase its warehouse capacity as demand grows. Amazon has also adapted to offer its logistics support to local communities. In order to help those in need, the company has started delivering food supplies from the likes of Arla, Heinz, Kellogg's, Morrisons, New York Bakery Co and Quaker Oats UK to children’s homes for free. The firm’s Worcester delivery station will be supporting the distribution of these parcels through its Logistics service. And there remains business as usual in some aspects of the industry as well. We were all pleased to see the finalists for the 2020 Amazon Everywoman in Transport & Logistics awards announced earlier this month, with another brilliant list of individuals from across the industry. It’s fantastic to see diversity remain front and centre in logistics and we wish all the finalists the best of luck for the awards which will be announced later this year – hopefully in a ceremony where everyone can celebrate in style together. Working as one to support the future of logistics We’re by no means completely out of the woods yet, but for logistics at least there are signs of positivity. Here at WR we’ve continued to bring together the best candidates with some fantastic employers. As things get moving again, we are here to support your recruitment needs. Contact our experts today to find out how we can help you.

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In our last blog post we talked about why a career in health is so rewarding and in a similar vein, our focus this week is on healthcare skills and how they may evolve in the immediate future. There’s no doubt that the coronavirus outbreak has changed the world of healthcare – possibly permanently – as professionals have had to adapt to the unknown, and quickly. There have, of course, been multiple reports of the new skills that many carers are adding to their repertoire, ranging from the light-hearted - such as this carer who turned to hairdressing for residents and even modelled hairstyles for some himself - to the more technical skills needed to tackle Covid-19. Perhaps the most noticeable of these is the increase in use of technology and digital tools to help health and social care professionals interact with patients without exposing anyone to possible contagion. But with technology changing care as we know it, the skills healthcare professionals need are also adapting. Virtual patient interaction With patients unable to access face-to-face consultations and many healthcare professionals needing to keep contact limited to reduce the risks of potentially spreading the disease, technology has certainly come to the fore. Some private healthcare providers such as Bupa had already begun rolling out the likes of Digital GP support, but the Covid-19 outbreak has undoubtedly sped this up. In fact, more and more patients are embracing video calls with healthcare professionals across both private and public sector implementing this option out of simple necessity. But it’s not just the likes of patient diagnosis where this tool has proven valuable. Care homes across the UK have also tapped into video to help keep residents and their loved ones connected virtually during lockdown. We’ve seen multiple reports of homes setting up Zoom calls so those in their care can still see their family regularly and this will certainly continue for the near future. While there will be less of a need for this once restrictions are lifted and face-to-face meetings no longer pose a risk to patients, residents and carers, it’s highly likely that video tools will still be used in the health and social care profession now that the benefits have been witnessed first-hand. Training online It’s not just some of the day to day activities of healthcare professionals that have been impacted by technology, though. How they access training has also adapted. Naturally training has been difficult due to the limitations on face-to-face interaction, but given that coronavirus is a new disease and treatment has had to evolve during the pandemic, healthcare professionals have had to access training. And they’ve certainly found innovative ways to do this. A training company in Bristol, for example, has been delivering remote educational programmes to healthcare workers through an immersive training platform. The firm (Virti) had approval from Health Education England to roll out the technology, which uses virtual and augmented technology to recreate the environments that healthcare workers are, or will be, operating in to help them best prepare. This includes getting used to putting on PPE equipment and interacting with patients in a safe and appropriate manner. The technology is also able to objectively assess individuals and provide guidance on how to improve their performance. Using this training has proven to have a positive impact on staff, with Virti reporting a direct link between the training and an increase in confidence and skills retention of professionals. While wider roll out of this type of tool in health and social care may be further down the line, it’s certainly something to keep an eye on. Care home tech developments But it’s not just ground-breaking technology that wouldn’t be out of place in a Hollywood film that’s changing healthcare skills. In some cases, simple digital developments are making a big difference, particularly across social care. One home in Cambridgeshire, for example, is attributing much of its ability to contain the spread of the virus through its use of technology. Askham Village Community implemented swift actions as Covid-19 spread across the UK, including an early lockdown and introducing video visiting for families of its residents. But it also made changes to some of its basic digital support to help staff manage during these difficult times. As the home’s Director, Aliyyah-Begum Nasser, revealed in a recent article, communication was of critical importance during the first stages of the outbreak. But, as Nasser explains, given that up to 80% of social care workers don’t have access to an official work email address and much of the information shared in homes relies on person-to-person conversations, flyers and posters, communicating with staff is a challenge to say the least. In order to address this, Askham Village Community care home began using an instant messaging system called Yapstar that’s suitable for ‘deskless’ organisations. This tool enabled quick and concise communication with staff – including those that were working remotely or self-isolating. Crucially, though, the security that’s been built into the tool meant that sensitive resident information is protected, enabling staff to share the required documentation remotely to ensure the best possible care is provided to those in the home. The team didn’t just improve communication through technology, though. Nasser also invested in a tool called Alpaka which digitised rotas and provided an online clocking in / out system. This enabled the home’s managers to better control staffing levels and amend rotas on a case-by-case basis where gaps arose due to illness or self-isolation. For staff, they had complete transparency on rotas at the touch of a button. Healthcare skills: A tech driven future post Covid-19? While much of these developments have come from simple necessity during the crisis, the benefits that so many have seen across health and social care means we’re likely to see technology continue to play a role post-Covid-19. As Nasser commented in her article, the changes they’ve implemented aren’t temporary: “Ordinarily, care environments can sometimes be slow to adapt, reluctant to embrace change and disrupt long established processes that have worked well for years. The ongoing pandemic though is likely to have opened a lot of eyes to the possibilities out there. Having introduced new systems so successfully, we’re confident that, once the crisis has passed, our staff will be more welcoming of new innovations and developments. Whilst Covid-19 has been an extremely testing time, we’re reaching for the positives and this is certainly one.” This will certainly change healthcare skills requirements of the future, but not all change is bad. The tools that are being implemented will alleviate some of the strain on already over-stretched professionals – a move that will certainly be welcome by many. The WR healthcare team is still providing the same high level of service as ever, despite working remotely. All of our consultants can be reached via their landlines, email, and social media profiles, so if you’re looking to choose a career in healthcare, why not reach out to them? To find out more, contact us today.

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