We recruit for a broad range of roles across our four specialist sectors: Engineering, HVACR, Logistics, and Health. Each division is made up of consultants who are excellent at their job and experts in their respective markets. We know what clients value, which gives us the edge when making the recruitment process as smooth and effective as possible.
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Up to £17 per hour + Benefits
Staff Nurse RGN - RMN Malton £17 per hour + paid breaks Are you a staff nurse looking for your next challenge? The staff nurse team at this home are committed to providing a quality service where a homely, safe and therapeutic environment is provided and individual's rights to privacy, dignity and confidentiality are respected. They are looking for a well experienced qualified staff nurse to join the team and help deliver first class service. The home, of only 35 beds, pride themselves in their beautiful views and extensive grounds for residents and staff to enjoy. The staff nurse package includes: - £17 per hour - Paid breaks - Free on site parking - Uniform provided - Training provided - Pension scheme Apply NOW or contact Sophie for more information! RGN - RMN - Staff Nurse - Registered Nurse WR Health & Social Care are the #1 recruitment partner for nursing jobs, care home jobs and home manager jobs. We recruit UK wide predominantly for nursing home jobs and private hospital jobs. WR is acting as an Employment Agency in relation to this vacancy.
£20.32 - £23.12 per hour
Senior Nurse RGN or RMN Dorchester £20.32 - £23.12 per hour A beautiful purpose built, specialist Elderly & Dementia nursing home. As a Senior Nurse in this home you will demonstrate excellent clinical skills and leadership in the home. This home has an exceptional reputation for the quality of care they deliver to their residents and the support they offer to their Senior Nurses to give the opportunity to progress. The Senior Nurse package includes: - £20.32 - £23.12 per hour - Paid Breaks - Exceptional on-going training - 28 days holiday (inc bank holidays) - Personal and career development opportunities - Workplace Pension - Free uniform Interested in hearing more? Call Peter Caulfield on 023 9285 2310 or Email email@example.com RGN - RMN - Registered Nurse - Mental Health Nurse - Staff Nurse - Senior Nurse WR Health & Social Care are the #1 recruitment partner for nursing jobs, care home jobs and home manager jobs. We recruit UK wide predominantly for nursing home jobs and private hospital jobs. WR is acting as an Employment Agency in relation to this vacancy.
Up to £20 per hour + Fantastic Benefits
Peripatetic Nurse RGN or RMN Hertfordshire & Bedfordshire £20 per hour This staff nurse opportunity is with a provider who have been providing the highest quality care for the last 13 years across East Anglia and the South of England. They pride themselves on meeting every individuals needs in a warm, homely and friendly environment. This provider has grown to almost 40 homes with plans to expand and is considered within the top 20 providers of care in the UK. The Peripatetic Nurse package includes: - £20 per hour - Mileage (44p per mile) - 'Welcome' Bonus of up to £2k - Paid Breaks - 28 days annual leave allowance - Paid NMC registration - Support with continuous professional development (CPD) including a Personal Development Plan - Support with Nurse revalidation - Workplace Pension - Recommend a friend paid scheme Interested in hearing more? Call Peter Caulfield on 023 9285 2310 or Email firstname.lastname@example.org RGN - RMN - Registered Nurse - Mental Health Nurse - Staff Nurse WR Health & Social Care are the #1 recruitment partner for nursing jobs, care home jobs and home manager jobs. We recruit UK wide predominantly for nursing home jobs and private hospital jobs. WR is acting as an Employment Agency in relation to this vacancy.
There’s certainly no doubt that Covid-19 has impacted the world of logistics. There were certainly moments during the early stages of lockdown where concerns were raised as to how well the industry would fare. However, the sector was arguably less impacted than others. In fact, in some instances, the pandemic has helped improve the reputation of the arena as the wider public became acutely aware of the crucial role it plays in keeping Britain – and the world – moving. But there’s a new challenge facing businesses now: finding the right logistics skills, and keeping them. A long-standing skills challenge across logistics It’s no secret that logistics has faced a skills shortage for a while now, and it was certainly top of the agenda for many firms prior to the coronavirus outbreak. In fact, just last year the Chartered Institute of Logistics and Transport (CILT) released a report with Statista that revealed some rather concerning data. According to the 2019 UK Logistics Monitor, over half (54%) of logistics companies were expecting to see an increase in skills shortages over a five year period. The top three reasons cited for this dearth of talent were a lack of job-specific skills (referenced by 42% of respondents), a lack of work experience (29%) and low wages (25%). In terms of the specific roles that businesses were expecting to struggle to source, software engineers, project managers and executives were predicted to be in high demand but low supply. But it is the tech-specific roles that many felt would be the most difficult to fill. According to the report, 23% of logistics organisations felt that recruiting tech talent is ‘problematic’ and only possible with ‘considerable effort’. Cross-sector job moves Covid-19 arguably alleviated some of these shortages, temporarily at least, as those displaced by the pandemic sought work in other industries that were still hiring. And logistics certainly fell into the latter category. According to recent research from Totaljobs, 7% of the workforce have already switched to a new industry as a result of Covid. And more career moves are on the cards, with the research further revealing that one in five employees are currently considering a future in a different industry. And logistics is one of the areas that is considered popular for those seeking new job security, after all, the pandemic certainly highlighted the resilience of the industry. Considering the above-mentioned elements that are impacting skills shortages, this change in attitudes towards the sector could certainly help overcome the barrier that low wages has had on generating interest in working in the field and, perhaps more importantly, help attract the tech talent that logistics needs. However, while this is good news, it does also throw up a few new challenges. In the first instance, it’s crucial that employers make the most of the continued positive public sentiment before it loses momentum. Looking beyond the usual channels for new recruits and identifying transferable skills from other industries will certainly help keep this new-found respect for logistics front of mind as a career of choice. Focusing on cultural fit of these individuals will also be increasingly important in this new environment. Without the experience or training that you’d normally expect from a candidate, it’s important to know that a new hire will at least fit in with the rest of the business. If they ‘gel’ with your company, its visions and its values, then training the technical side of the role will be much easier. And that leads us quite nicely into the third challenge that logistics employers are facing: an increased need to train and grow the skills they need. Staff development is naturally a key part of the sector, but with more applicants from beyond the logistics arena looking to make a move into the field, there will be a higher demand for skills training. Trade association launches for logistics training providers With this in mind, it’s perhaps no surprise to learn that a new independent trade association was launched last month to bring together specialist logistics training providers across the UK. The Logistics Skills Network – a collaboration between Skills for Logistics (SfL) and leading training provider in the logistics field, Mantra Learning – will work with government organisations and industry leaders to ‘develop and share best practices, knowledge, experience and resources, and offer a communication platform for the coordination of collective interests.’ One of the co-founders of the trade association, and chief executive of SfL commented on the news: “Vocational training has never been properly represented in logistics. This allows us to be a collective voice with lots of training providers working together and will enhance how we’re seen and allow us to properly represent the training industry. "The issue for me and the founders is that the training is very disparate with limited regulation. You have no real national providers, it’s all regional or local. We need a body to properly promote and deal with the government and the DVSA, but also a body that allows training providers to appreciate what they should be doing in this post-Covid world. And without wishing to dismiss what they do, to professionalise them." Finding the logistics skills you need in a post-Covid world It’s certainly been a tough few months and continued uncertainty remains on the horizon for us all as reports of an increase in Covid cases continues to plague the news. However, for logistics employers, there are some glimmers of light in amongst the chaos. We could be at a pivotal point for the sector in terms of skills and talent, but it will take an investment in training and development – not to mention expert collaboration to find transferrable skills from beyond the logistics arena. Here at WR Logistics, our team of experts have extensive experience working with employers to find the right people for their business. If you’re seeking your next hire why not contact the team to find out more about how we can help your firm, including behavioural assessments and comprehensive on-boarding that’s designed to cut costs for your business. In fact, we’re so confident in what we do that we offer a 12-month replacement guarantee should a candidate leave. So, what have you got to lose? Contact us today.
Back in June we shared some insight into how we think Covid-19 will change the skills needed in social care, with technology driving much of the developments in care homes out of simple necessity to safeguard residents during the pandemic while maintaining family contact. In fact, we have reported the many examples of homes using technology in innovative ways throughout lockdown across our social channels and in our regular ‘Good News Review’ mailers (if you don’t receive these, email email@example.com to be added to the mailing list and have uplifting industry stories sent direct to your inbox). But as the country continues to reopen and attempts are made to ‘return to normal’, will we ever go back to caring as we know it, or will care home technology remain in place? According to a recent analysis by carehome.co.uk, tech is here to stay, and staff and residents alike are embracing it. Virtual tours While the pandemic may have prevented in-person visits to homes, the need for residential care has remained. So, in order to continue to allow families of potential patients to take a tour of the facilities when seeking care for a loved one, many homes have turned to virtual tours, and they’ve certainly been valuable. In fact, carehome.co.uk quoted a spokesperson from Halcyon Care Homes where video introductions have proven useful: “We have used the virtual tour for both our care homes. This has been invaluable for us especially during the current pandemic. The tour has allowed those enquiring, the opportunity to look around our care home in great detail. “We offer this feature after we have had a visit giving the opportunity for families and friends to go away and take their time looking at all the facilities we have to offer or, if they are unable to come into the home then this option is great.” Going forward, these tools will make it much easier for families to fit ‘visits’ in at a time that suits them, without taking care home staff away from daily tasks, a win-win all round. Of course, a final in-person visit is the best possible way for anyone to decide which home is best for their loved ones and build the rapport with those who will be caring for them. However, for already stretched social care teams, virtual tours can significantly reduce the time impact that multiple in-person visits will have. And for those potential residents who are perhaps unable to travel to visit multiple locations, having access to this digital facility can really help ease any anxiety during the transition and help them adjust in the lead up to a move. Demand for virtual tech When we consider the benefits that virtual tools have on residents, their family and care home staff, it is perhaps no surprise that specialists in this field – such as Xpansive Digital – have seen a real increase in demand in the last six months. As the company’s director, Justyn Shea, explained: “Anxious relatives naturally want to ensure the older person will be comfortable and content in their new surroundings. The situation can be urgent, with quick decisions required. But how do family members find the best home for their aged parent or relative, especially if they live hundreds of miles away and have limited time to spare from their own busy lives? “A way to identify and experience the most promising homes at a distance could save those relatives a huge amount of time and energy.” “Virtual tours are an ideal addition to any care home website. Managers and staff will be able to direct stressed families in search of the best care home to these powerful online resources, providing reassurance.” Sophisticated care home technology tools Aside from the direct Covid-19 related technology developments like virtual tours, there’s also a raft of tech innovation in the pipeline that could really change the way social care workers operate in the very near future. For example, just last month, Care Home Professional magazine reported the launch of a unique facial analysis tool that can aid care home staff in the identification and management of pain in dementia and cognitively impaired patients. The intelligent pain assessment tool, PainChek®, can analyse facial expressions through artificial intelligence to monitor whether a patient is in pain and alert careers and healthcare professionals. This innovative technology has the potential to significantly impact care where the patient is unable to communicate with carers. For care home staff that work tirelessly to provide the best possible care for residents, this tool has huge potential to change their daily routines for the better. Technology: the future of care homes? Clearly technology will continue to play a role in care homes on a longer-term basis, and the potential it has to assist staff in day-to-day activities make it a worth-while investment. As Professor Martin Green OBE, CEO of Care England, explained, technology really can positively impact care: “The care home of the future will be one that is enabled by technology, and this will improve outcomes for the people in care homes, and it will lift many of the administrative burdens from the staff team, enabling them to focus on the quality of care. Technology will also play a vital part in enabling people in care homes to live as independently as possible and to have choice and control over many more aspects of their lives.” However, it does mean that more professionals will need to be tech savvy in order to make sure the technology really works for them. While training and development of staff will certainly be key, it’s highly likely that we’ll continue to see more employers seeking new hires with a level of experience in numerous tools. That’s where a specialist recruitment partner like WR Health can really add value to your care home. Our team of hiring experts have extensive experience and a wealth of connections across the social care field. Whatever skills you need, we can find them. Why not contact them today to find out more.
While the last few months have been challenging for all of us, with many sectors experiencing extreme hardship due to Covid-19, the logistics arena has fared considerably well. In fact, our recent blog outlined how coronavirus has driven exceptional demand for logistics talent over the last few weeks. And with increasing recruitment activity within the sector from the likes of AO and APC, to name just two big brands, the future looks good for both employers and candidates alike. However, while this is great news, for logistics firms seeking to expand in the coming months, the way in which they recruit is fundamental to ensure that they don’t risk damage from bad hires. This blog explores why not every hire is a good hire and outlines our top tips to ensure employers get the right staff at a time when many are seeking a role in the field. The cost of a bad hire There’s no doubt that Covid-19 has shone a spotlight on the logistics sector for all the right reasons. After all, it has ensured supply chains remain open at a time of huge adversity and helped keep the UK moving. And this has resulted in huge swathes of candidates considering a career in the sector which can only be a good thing in an area that has historically faced talent shortages. However multiple people applying for jobs brings with it additional challenges for employers. Not only are businesses going to be faced with assessing huge numbers of candidates’ skill sets as applicant numbers go up, but they are also going to have to ensure that they make the right choice so they don’t hire individuals that on paper seem like a good fit, but are not culturally aligned to the company. And with research from the Recruitment Employment Confederation revealing last year that a poor hire at mid-manager level with a salary of £42,000 can cost a business more than £132,000 – it demonstrates just how detrimental it can be. Skills alone won’t cut it: the importance of cultural fit So with the prospect of financial damage due to a bad hire, not to mention internal damage relating to low morale and loss productivity, getting it right is crucial. And while each job requires varying skill sets, there are a few which are almost always needed – including commercial awareness, numeracy, good problem solving skills and the ability to think quickly and possess a logical and analytical mind. For this blog, we want to focus on how logistics employers can ensure a good cultural fit. Here are our top three tips for ensuring your recruitment process has this at its core: Know your culture: ask yourself if every member of the recruitment team not only knows your company inside out, but that they are also able to demonstrate it to potential recruits. After all, it’s one thing knowing what your company is all about, but it’s another being able to demonstrate it clearly and concisely. Demonstrate your culture at every candidate touchpoint: it’s no use defining your culture and then not demonstrating it to potential recruits. Your culture should be inherent in all your recruitment material – including your website, social media channels and job specifications. From the outset, you want any candidate coming into contact with your brand to know what the culture of the business is. Not only will this help them establish if they are the right fit, but it will also greatly reduce the time it takes you to go through applications. It’s also key that if you are using a recruitment partner that they fully understand your culture and can relay this effectively to potential staff members. Involve your team in the process: an area that often gets overlooked is bringing in existing employees to the recruitment process. And while this shouldn’t be too early on the hiring process, it can really pay off to ask members of your team to meet a candidate in the final stages of the process. After all, they will know the company’s culture inside out and will be able to help assess whether an individual is a suitable match. What tools can help logistics employers hire the right people? The good news, however, is that there are plenty of tools and services that logistics employers can tap into to ensure they find the right skills, but also people that are a good cultural fit. And one fantastic way of sourcing the right skills and cultural fit is via psychometric testing. By carrying out assessments, employers can evaluate a candidate’s performance – and crucially psychometric tests are not limited to skills alone, but also personality traits, attitudes and knowledge. And many assessment models provide behavioural reports that hone in on preferred working environment, how they respond to tight deadlines, preferred management style, approach to selling, and much more. Being able to accurately see how well a potential recruit will fit into a business and what their learning and working style is means employers are presented with huge benefits – not to mention time savings. In fact, the team here at WR Search has developed its own tool – which comes at no additional fee - to help clients ensure they have the right set up to find talent that has the right skills and is the right fit for the business. Take a look at our blog post where we talk about it in more detail to see how it can help your business. The future: getting it right It’s true that companies will always face a risk when it comes to hiring staff – no process will work each and every time. However, what is certain is that employers who adopt the right approach when it comes to their talent acquisition strategy can limit the chances of a bad hire. If you’re looking to source staff now and want to take advantage of our assessment model, the WR Search team provides cutting edge insight, behavioural assessments and comprehensive on-boarding to save you time and money. We’re so proud of it, we offer a 12-month replacement guarantee should a candidate leave – for any reason. What’s not to like? Contact us today to find out more.
The last few months have been nothing short of challenging for employers and jobseekers alike. And while the news has been awash with stories about the negative impact Covid-19 has had on the employment market – with the latest statistics from the ONS revealing that job vacancies fell to 333,000 between April and June – the logistics arena has fared comparably well. So, as we gradually edge further out of the pandemic, and pockets of the economy that have laid almost dormant since lockdown was imposed start up once again, this blog explores current skills demand and what the future looks like for logistics talent. The changing nature of logistics demand during Covid-19 While many operations were closed in the immediate days after lockdown was imposed, lots opened up again – albeit in a different way – very soon afterwards. And the result of this has meant that many players in the market have seen huge demand for their services, in some cases more so than pre Covid-19 - as the supply chain rapidly evolved to meet the changing requirements of its stakeholders. And, in some cases, employers battled to find enough staff to cope with the increased demand. Research from the British Chambers of Commerce back in April, for example, revealed that logistics was seeing the biggest demand for staff as businesses adjusted to the coronavirus pandemic. Those particularly sought after were warehousing teams and drivers as consumers quickly shifted to online shopping. And with lots of other sectors – leisure and hospitality, for example - effectively shutting down, employers within the logistics arena were able to look to different talent pools to source staff to ensure they had the right people in the right roles at the right time. However, if we look towards the future, where arguably demand for logistics talent is set to only increase, employers will face a challenge of attracting staff in an arena that has historically struggled with skills shortages. The sector has long struggled with a talent deficit – with research from the Chartered Institute of Logistics and Transport (CILT) revealing that even before Covid-19, 54% of logistics companies expected skills shortages to increase over the next five years. So while coronavirus has undoubtedly positioned a career in the field as an attractive option and demonstrated just how crucial the sector is at keeping the UK ticking, the fact remains that work needs to be done to not only encourage more people into the sector, but also embrace advancements in technology that can assist with talent management strategies. Positioning the sector as an attractive career route Perhaps the most important area that needs addressing is how employers, educational establishments, and government position the sector as an attractive career route for emerging talent. This is particularly pressing given that research from Talent in Logistics has revealed that just 9% of the current workforce are under 25, 45% are over 45 and only 8% of young people view the sector as an attractive career option. Consequently, with the arena facing a retirement cliff and a lack of emerging talent entering the field, work needs to be done quickly to ensure there are enough skills in the market to serve demand. The Talent in Logistics report goes as far as saying that failure to do so could potentially cause the nation to “grind to a halt”. So while Covid-19 has without doubt shone a spotlight on the logistics sector, and demonstrated not only the varied options within the field, but also the fantastic work it does in keeping supply chains operating in times of crisis, we need to build on this. Embracing technological advancements and AI In addition to attracting emerging talent, the sector must also embrace technological innovation, in particular AI and automation, to not only boost efficiencies, but also assist with talent shortages. And while the digital revolution has certainly been gaining pace within the sector over recent years, there is clearly more that can be done. And this is the very topic of a recent article by Matei Beremski, co-founder and chief product officer, of 7bridges. Beremski highlights how many back office functions can benefit from automation: “There are plenty of back-office and internal functions (accounting, HR, finance etc.), which are renowned for involving plenty of detail-oriented, tiresomely repetitive tasks. It’s here that AI - via cognitive automation - offers the chance to save time and money, and significantly boost productivity and accuracy”. However it’s not only back office functions that Beremski believes can benefit from automation, but rather other specialisms that currently involve huge amounts of manpower: “Let’s consider the role of cognitive automation in customs brokerage processes, for instance. This is a complex area of logistics, relying on in-depth knowledge of specific regulations, industries, and customers. There is constant cross-checking of information for shipping documents and invoices, which need to be accurate and completely harmonized before sharing with customs officers. The processes involved are time-intensive, and mistakes can be costly. “This is where an AI platform comes in. If effectively trained in industry regulations and brokerage data, it can use language processing to swiftly extract relevant information from a broad range of customs documents, and ultimately produce a customs declaration ready for human review. This significantly reduces the amount of man-power needed, and minimizes the opportunities for human error and oversight.” So while this is certainly something that could help reduce the need for manpower in the future to help combat skills shortages, and we are in fact already seeing other parts of the supply chain utilising the likes of robots to deliver shopping, and drones to deliver packages, more widespread adoption will likely be required. The future of logistics skills We have absolutely no doubt that emerging technology will certainly play a part in reducing the amount of people required in some areas of the logistics space, and it will be interesting to see how this evolves in the future. However, it is important to remember that no matter how much tech is adopted the fact remains that people will be needed to manage this process which will likely bring a new breed of skill sets that companies require. Consequently, there needs to be a focus on adopting tech running alongside a drive to attract emerging talent into the field. Failure to do so will only serve to exacerbate an already present talent deficit. 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.
There’s no denying that the spotlight has been firmly shone on the social care arena over the last few months as the country battles with Covid-19. The news has been awash with uplifting stories of the amazing work professionals in social care have delivered day in and day out in very challenging conditions – something we have regularly discussed in previous blog posts. And all this has served to demonstrate not only what an amazing job social care workers do, but also how fulfilling a job in the arena can be. Despite this, however, the sector has long faced a talent shortfall, and is crying out for people to work in the field. This week’s blog explores the reasons why a career in the social care sector might just be the right choice for you. Why choose a career in social care? Here are the top 5 reasons: As mentioned above, while Covid-19 has certainly filled the press with stories about the fantastic work care homes are doing in the fight against the virus, it would be remiss to suggest that the arena hasn’t faced negative media coverage. Funding issues, lack of resources in homes, and long hours have all been documented in the past, and unfortunately this has put some people off considering a career in the field. However, the pros of working in social care, in our opinion – and that of the many, many candidates we have placed over the years – far outweigh any negatives. Here we list the top five reasons why you should consider a move into social care. 1. You change people’s lives: Rewarding, fulfilling and meaningful are words we often hear from people that work in the healthcare sector. And we couldn’t agree more. The work health care professionals do can be instrumental not only regarding the health of their patients, but also their quality of life. And this has certainly been the case during Covid-19 where care home workers, for example, have often been the only people residents have seen for months on end. The work individuals do really does change lives and is one of the many reasons job satisfaction in the field is so high. 2. Contrary to popular belief it is flexible: There’s often a misconception that working in social care involves long hours that provide little flexibility. However, one of the many reasons people choose a career in the field is because of flexibility it affords. So whether you’re looking for a job that fits around childcare responsibilities, or are seeking a better work/life balance, there’s plenty of different options. After all, residents within care homes need round the clock assistance, so you can find a position that suits your own requirements. 3. Train while you work: Not only will you learn invaluable life lessons when working in social care, but you can also gain qualifications on the job. And depending on what your aspirations are, these will help you climb the career ladder and enable you to move from one part of the sector to another with ease. And while it is not the case across the board, many employers will fund their staff to undertake these qualifications. 4. You won’t get bored: Whatever role you choose within the sector, it’s safe to say that no two days are the same! The variety that the sector offers is unrivalled and really suits individuals that are looking for a job that changes from day to day and keeps them on their toes. We hear so many candidates talking about the mundane nature of their positions, so if you’re looking for a fast-paced environment that means you meet different people and carry out different tasks then social care may just be right for you. 5. Job for lifeThe employment rate has plummeted in recent months due to the impact coronavirus has had on businesses in almost every sector. Fortunately, the healthcare arena is, understandably, booming and job opportunities are plentiful. What’s more with talent shortages impacting the field, employers are working very hard to not only attract talent, but also retain staff. And all this means that working in the sector affords a great deal of job security which will comes as welcome news for many in the current climate. Looking to take a step into the social care arena? Get in touch to start your journey Our Health division manages recruitment for a vast range of private healthcare settings, with a specialist focus on the recruitment of nursing and unit management staff. We recruit for over 6,000 organisations, placing experts in elderly care, mental health, dementia care, brain injury nursing and rehabilitation support, pre & post-operative care and residential care. If these sound like areas you can see yourself working in, then get in touch with us today to take your first step on your healthcare journey. Our dedicated team will go above and beyond to find you the right role based on your requirements. But don’t just take our word for it, here’s just some of the fantastic feedback they’ve received from the hundreds of healthcare workers they have placed over the last few years. “I used Steph as a recruitment consultant, she was helpful, professional and has good industry knowledge. Steph kept in touch, gave me details of potential vacancies and advice with my CV. I would recommend Steph to potential candidates searching a new role with the care home sector”. Home Manager, Greater London “Excellent, professional approach and patient in listening and discussing all I wanted. Considered what I needed to know, always answering my questions and inquiries about each job offered”. RGN, East Sussex “I was very impressed with Emma, she was very professional and kept me informed every step of the way. She made sure I was happy to have my CV forwarded and was very helpful, offering to give me an assistance needed for interview”. Registered Nurse, Rochester To speak to Steph, Emma or another member of the WR Health team take a look at our healthcare division’s page for more information.
The topic of recruitment challenges within the social care arena has long been documented. And while over the last few months employers have, understandably, been focused on ensuring that front line services keep running as the country battles Covid-19, the fact remains that the future of social care relies on effective talent management strategies to make sure that the right staff are not only recruited, but that they are also retained. So, as we slowly emerge from lockdown, services that were put on hold start once again, and more candidates enter the employment market, it’s perhaps more important than ever that employers have plans in place which encourage more people into the field so that the sector flourishes and – crucially – copes with the additional pressure it will undoubtedly face over the coming months and years. However this is not without its challenges as we explore in this week’s blog. Overcoming skills shortages Skills shortages within the social care arena have been prevalent for as long as we can remember. Prior to the coronavirus pandemic, for example, the sector was already facing a dearth of talent with one in 10 social workers and one in 11 care worker roles reportedly unfilled. And with the Skills for Care estimating that an additional 650,000 to 950,000 new adult social care jobs would be required by 2035, it’s easy to see why action needs to be taken to counteract this talent deficit before services reach breaking point. However, it shouldn’t be forgotten that this is no mean feat, employers have long called on the Government to develop strategies that address some of the fundamental challenges the UK faces in attracting both domestic and overseas talent. Yet, in what has been called by many as a huge blow to an already challenging situation, the Government’s new points based immigration system looks set to make attracting talent from overseas difficult – or impossible – in some cases. And this is certainly true for operators within the private sector where care home staff have been excluded from the Government’s fast track visa system. It’s perhaps no surprise then that at a time when 17% of care jobs are filled by foreign citizens, Prof Martin Green, the chief executive of Care England, which represents the largest private providers, believes this decision “has the potential to destabilise the sector even further with potentially disastrous consequences”.Attracting and retaining talent for the future Consequently, employers within the sector that have, historically, replied on overseas talent to plug domestic talent shortages, are now facing a situation where large proportions of their candidate pools may effectively be cut off in a post Brexit world. And while a government spokesperson was quoted recently saying that: “We want employers to invest more in training and development for care workers in this country. On care workers specifically, our independent migration advisers have said that immigration is not the sole answer here, which is why we have provided councils with an additional £1.5bn of funding for social care in 2021-22, as well as launching a new recruitment campaign.” The question we are left asking is ‘is it as simple as that?’. Clearly, as the Government has alluded to, robust training and development strategies will be crucial to attract and retain talent, and this is certainly something that employers will need to invest in. However we would argue that looking beyond traditional talent pools is just as important. At a time when the rate of unemployment in the UK is set to be five to six per cent, or ten to 15 per cent (as quoted by Professor Brian Bell, chair of the Migration Advisory Committee), due in part to the unfortunate reality that Covid-19 has resulted in job losses across multiple sectors, employers within the care arena should look to candidates outside of their usual talent pools. And as we blogged about recently, a real positive that has come out of the coronavirus pandemic is society’s new found appreciation of the valuable and rewarding work that professionals within the care sector do day in day out. The news has been awash with uplifting stories about the incredible work that social care professionals have done during Covid-19 – not just to ensure their patients are looked after from a clinical standpoint, but that their spirits also remain high - so employers would do well to capitalise on this at a time when the sector has been placed firmly in the spotlight for the right reasons. Consequently, adapting talent attraction strategies so that they target a far wider demographic than perhaps they previously have, as well as focusing on creating compelling candidate value propositions and long term training and development initiatives will be crucial if employers are to have the right people in place to contend with the additional demand on their social care services in the future. The future of social care careers While we are by no means out of the woods when it comes to the coronavirus pandemic, the actions employers take today to develop talent management strategies that truly demonstrate the fantastic opportunities available to those considering a career in the field will ensure that they have the right people in place, and at the right time, no matter what the future holds. And while it can’t be disputed that there won’t be challenges along the way, one thing is for sure. Working in the social care sector is one of the most rewarding careers out there. Demonstrating this to potential recruits in an effective way will ensure that the sector is safeguarded and can thrive in the future. The WR Healthcare team is still providing the same high level of service as ever and many 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 for us to assist your firm with its talent management strategies, get in touch with one of us today. To find out more, contact us today.