There’s no doubt that the social care sector needs a major overhaul. But until society stops seeing care work as a second-rate profession, we will never solve the biggest issue – the workforce crisis, says Victoria Sylvester, Director of Acacia Training.
Earlier this year, MPs called for a radical overhaul of the social care system in Britain. Recommendations included the mandatory registration of all care workers, overseen by a governing council, and the creation of a National Care Service.
The proposals, published in a new report by the All-Party Parliamentary Group on Social Care were long-awaited after months of headlines about the ‘chaos of the care system’. Reports of half a million unqualified and untrained people working in the care sector shocked the nation, with many fearing for the safety of their elderly relatives and neighbours.
Emma Platt, division manager of White Recruitment Health & Social Care, one of the UK’s foremost recruiters for care homes, discusses recruiting and retaining good-quality staff members…
As the UK healthcare sector continues to suffer from the worst staffing crisis in recent memory, more and more care homes are being forced to shut down. In addition to this, with an ageing population, the strain on these institutions is only set to increase. However, despite an unfavourable staffing situation, there are still many things that care homes can do to attract more nurses.
Novacare, the leading service and solution provider for the care industry, has launched a project to support the care industry with the recruitment and retention of staff in preparation for Brexit and the festive season.
The overall aim of the project, which has been approved for funding through Scottish Enterprise, is to identify and address workforce issues in light of the ever-changing EU/Brexit environment.
The consulting program has been built specifically for the social care sector as a direct response to industry demand as research showed that 80% of care companies are concerned about how Britain’s exit from the EU (Brexit) will affect their workforce. 100% of those who raised this concern agreed that consulting for recruitment and retention would help them to mitigate some of the risks of Brexit.
Stephen Wilson, CEO and Co-Founder of recruitment platform Novacare, discusses how Brexit will add to an already critical situation within the social care sector – and why women should be better recognised for their role within the care industry.
The Office for National Statistics reports female unemployment fell this year to 3.7% the lowest since records began in 1971. Unsurprising when women account for the vast majority of the 1.75 million people who work in Social Care across the UK.
A recruitment campaign run by the Department of Health and Social Care is due to launch in a second phase after an overwhelming response from applicants earlier this year.
People working in the adult social care sector are being urged by the Minister for Care to back the campaign – the first phase of which generated a 14% uplift in clicks on the 'apply' button for care roles on DWP Find a Job.
A study conducted last year revealed that the level of vacant roles and turnover rates within the care sector are the highest they’ve ever been. One of the main factors for this is the ageing population – more people are reaching ages 85+ and are suffering from more complex health issues. The higher levels of dependability means the need for social care services is intensifying and there isn’t a large enough workforce to meet this demand.
The population of people aged over 65 is forecast to increase by 40% by 2035 and as a result, an additional 650,000 jobs will be required to meet this demand. Almost a quarter (24%) of the current workforce are aged over 55 - meaning that they are likely to retire within the next 10 years - a harsh reality that is putting more pressure on staff shortages. So why not target and utilise a younger generation?
Lindsay Dingwall, Clinical/Academic Nurse Consultant for Older People from the University of Dundee, on recruiting and retaining the right care home nurses in order to tackle the social care crisis…
We already know that there is a crisis in nurse recruitment in the NHS, but care homes especially, are losing out in the race to recruit registered nurses with the best knowledge, skills and talent. Ironically, if care homes close, aside from some of the most vulnerable people in our society being denied the care they need, the NHS also suffers. So why are care home nurses not more valued?
Sally Boyle, Head of School in the Faculty of Health, Wellbeing and Social Care at The Open University, discusses recruiting and retaining more nurses through flexible training…
The UK needs more nurses; this is a simple fact. Despite the number of nurses on the Nursing and Midwifery Council (NMC) register increasing by 20,000 over the past five years, there are still 11,000 advertised vacancies for full-time nurses in the NHS in England - and while healthcare providers are understaffed, patient care is at risk.
Uncertainty around nurses' right to remain post-Brexit has seen new registrations from the EU fall from more than 10,000 in 2015/16 to just 800 in in the year 2017/18*, so it is essential we look to cultivate a more sustainable pipeline of nursing talent both within the UK itself as well as from wider sources of international recruitment.
Colin Stevenson, the founder of Notable Change International recruitment and consultancy services, discusses the need for selecting the right candidate through an effective screening process to make the much-needed changes in the care industry…
Currently the care industry as a whole has an extremely high turnover of staff, especially true for the businesses employing care workers.
The usual recruitment process at the moment is: advertise for the role, sift through CVs, carry out credentials and qualifications checks or a reference check, interview, possibly offer a second interview, then a job offer.
Cristian Grossmann, CEO and Co-Founder of Beekeeper – a digital workforce management platform – on retaining care workers through better access to shift schedules…
It’s no secret that the UK care and nursing home industry typically has a higher rate of staff vacancies compared to others. A recent report showed that the vacancy rate in the adult social care sector was 6.6%, higher than the national average of 2.6%. Just as worrying, staff turnover in the adult care sector has climbed to 27.8% and has been steadily increasing since 2012.
Anne Kasey, Home Manager and Clinical Lead for maritime charity, the Royal Alfred Seafarers’ Society, discusses the importance of investing in training in the social care sector and how it benefits residents…
It doesn’t matter which sector one operates in – having the right staff for the job is paramount to the success of any business. In the social care industry, this is more important than anywhere as staff are fundamental to the health and wellbeing of residents and have a duty of care to fulfil.
It is no secret that there is a recruitment crisis within the social care sector and recent statistics suggest that one million new care workers are needed by 2025 to cope with the ageing population.
Statistics show that currently, 800,000 young people are not employed or in education2, and evidence suggests that by attracting these young people to apply for a role within your care setting, it can bring new, fresh ideas and different perspectives on caring for others as well as helping to plug this gap.
However, there seems to be a stigma around working in care which is preventing younger people from applying for roles, this could be due to the lack of awareness and education around the career path available within care homes. This stigma really needs to go!