Page 17 - TalkingCareMagazine_Online Issue4
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  The book is divided into three main parts: The first section explores who we should be looking for, how to sell a career in care, ways of identifying high potential staff and interviewing tips. The second section shares many novel and different places you can find potential new staff and the last section reveals 20 ways of keeping employees longer.
It was fun to write as I had so much to say and could finally put it all down on paper. I put a lot of effort into making it a very accessible and practical guide rather than too theoretical. I hope I achieved that.
Oxfordshire has particular recruitment challenges. Rurality and low unemployment are examples. How will your book help our care employers deal with these issues?
NE: I think the first step to take is to ensure your recruitment process is not putting people off and making things harder than they need to be. For instance, is your application form too long or do
you take more than an hour or two to acknowledge an application? I recommend employers try to apply for a job themselves to see what the experience is like for candidates.
Next, I would see where my candidates were coming from. Too much emphasis on internet job boards and sources that only target those seeking a job usually don’t perform well. For providers with rural territories then community outreach can be much more effective – getting out of the office and engaging the local community. Finding people who could make excellent care staff but are unaware that it is right for them.
Where would you suggest a provider faced with needing to support vulnerable people living rurally would go to find new staff?
NE: There are many places to look or advertise, for example village halls, bus stops, edge of town supermarkets serving that catchment and so on. I would also be encouraging as many staff referrals as possible by operating a good refer­a­ friend scheme amongst other initiatives. Think about your messages and whether they appeal to the 55+ demographic, who are more likely to be living rurally.
What about retaining staff? Providers are finding it harder to keep good staff. Is it simply about the money?
NE: Not for the right people. Of course, the pay rates are very important but when care workers were asked what they wanted most from their job then appreciation topped the list. More money came in seventh. There is much we can do to extend the average tenure of a frontline care worker and many initiatives don’t cost anything. It is about treating people with respect, appreciating them and involving them in decision­making.
the book...
Any final comments?
NE: Despite the seeming shortage of staff, there are enough suitable potential frontline care employees out there. We just need to look in different places and know what to say when we meet them. I hope my book reveals the techniques that have worked around the world and take the pressure off hard­pressed employers.
And where can we find your book?
NE: The book is on Amazon at with more information at I can be contacted via the website too.
tes monials...
“Neil's book is full of good ideas and sugges ons” Sharon Allen OBE,
CEO Skills for Care
“Inspira onal”
Des Kelly OBE,
formerly Execu ve Director of the Na onal Care Forum
“Really useful and an enjoyable read” Bridget Warr CBE, Chief Execu ve, UKHCA
“Full of insigh ul sugges ons and prac cal  ps” Patrick Hall,
The King's Fund
“A vital resource for
any care provider” Professor Mar n Green OBE, Chief Execu ve: Care England

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