Recruiting Employees For Your Small Care Sector Business

Recruitment is an area that small businesses in the care sector can struggle with. Unlike large corporations, they do not have the resources to set up a dedicated Human Resources department and access expertise in this area. There are often a few managers/owners (or perhaps just one) struggling with all of the functions of the business at the same time. There are simply not enough hours in the day to do everything that needs to be done.

Recruitment and retention of staff is a key element of a successful business. Employees are the face and the heart of the business and attracting the right staff is vital, especially in the care sector. Here are a few pointers for small care business owners on how to attract and retain the right staff.

Be certain about what you want

You cannot attract the right employee if you don’t know what you want. Look carefully at how your business works and where you need help. What skills are missing from your business right now? Do you need practical caring skills or management skills?  

Write down a list of what you need the new employee to do and what skills they need to do it successfully. Think about what they need to do to demonstrate to you that they can be successful in the role.

Consult the experts

You have to accept that you are not the expert at this role and you may need some advice on how to start a senior care business. This is where considering franchising could be beneficial. You get the benefits of a small business with all of the support and guidance that you may need.  If your business needs registered care managers, care coordinators or senior care workers, companies like Employ Social Care cover all parts of the United Kingdom and will create a bespoke recruitment package that is tailored to your small business needs.  This means that you can choose a service that is suited to a small business and you don’t have to pay for aspects of a recruitment service that you don’t need.

This frees you up to get on with the other aspects of your business such as marketing and making sure that clients are happy.

Craft an accurate job description

To prevent any misunderstanding about the job, it is essential to have an accurate job description. It needs to clearly define where the job fits within your team and the wider business.

In particular, it needs to detail:

• Exactly what the candidate will be responsible for and what they are expected to deliver
• The deliverables of the job categorised as short, medium and long-term objectives
• What sort of progression and promotion is available
• What education and training the candidates need
• Which soft skills and which personality traits are required
• The exact location of the job and travelling/overnight stays that are expected
• The wages and benefits that you are offering
• Clear statement of your business culture and identity

Be realistic and review

You are not going to find a miracle-worker with a magic wand. Be realistic about what they can achieve. Remember that a job description has a limited shelf life because roles and responsibilities change. They need to be reviewed on a regular basis.

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