Online recruitment platform novacare has identified key barriers to care recruitment and how to overcome them.
The company’s insight and guidance come in the wake of Boris Johnson’s pledge to fix a broken care system, a promise that has become “a rite of passage for new prime ministers”, according to the company.
Stephen Wilson (pictured), co-Founder and CEO of novacare said: “In order for us to really address the crisis in care across the UK, first we must dig deeper and look at the real reasons why recruitment in care is still so poor in our country.
“Our intelligent technology has enabled us to identify some key factors contributing to the shortage of successful applicants.”
novacare has identified the following barriers to care recruitment and solutions to overcome them:
The time to recruit staff still remains too high
Standard procedures slow down the process with some applicant checks such as Prevention of Vulnerable Groups (PVGs) taking weeks to process. novacare is trying to liaise with PVGs to see if there are any digital solutions they can support with to speed up this lengthy process.
The gender imbalance
Gender issues remain a barrier in the care industry with women often refusing male staff. The result is a shortage of men applying for a career in care so as a country we need to look at ways to encourage more men to join the sector. Currently 66% of successful applicants are female.
Relevant qualifications are costly
The associated costs with care qualifications have become somewhat prohibitive for many looking to work in the sector, with little to no support with funding. Many forget that it is not only the cost of the qualification, but the time that must be found out of your working week to dedicate to it. Should the government be supporting with funding for this?
Insufficient amount of experience often results in rejected applicants
There is no shortage of people wanting to work in the sector, however there is a huge lack of support for applicants to gain the necessary experience required to successfully qualify as a carer in their own right. Programmes need to be put in place to eliminate this barrier.
Wilson concluded: “Contrary to popular belief, there is no problem recruiting staff to work in health and social care. The problem lies with the type and quality of staff being recruited. The constant demands from regulators, councils, social work and hospital teams has created a self-perpetuating problem of poor retention, which places ever more pressure on recruiters.”