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Read the latest industry news, digital marketing tips and insights from the Smooth Digital team.

Tips to Recruit, Retain and Manage Caregiving Staff

Posted on | Posted in General, Care Home Marketing, Home Care Marketing, Care Recruitment

Securing an adequate workforce is not only one of the greatest challenges in the care industry today; it is also the lifeblood of any care business.

Between the media’s irresponsible coverage during Covid towards care homes and the loss of care staff this past year, it is safe to say that recruiting, retaining and managing care staff may seem trickier than ever before.

When it comes to your staff, you must both change the way you recruit and have things in place to make sure you retain and successfully manage your staff.

Here are some tips that will help you recruit, retain and manage caregiving staff in 2021:

  1. Where you look for staff influences their sustainability and how long they end up working for you, so look in the right places. Do not focus on job boards, as these only help to find ‘active’ job seekers. You need to focus on finding ‘passive’ job seekers. Those looking for a change in career in the near future, or people who already care for a loved one. These have great potential to be solid, reliable carers. You can also recruit through employer referral schemes: Your current employers are likely to know of good potential carers in your area, use them!
  2. You should be making it extremely easy to apply. The best staff, as aforementioned, are likely to be ‘passive’ job seekers. These people will not have their CV up to date and ready to upload necessarily, so do not ask for one. Make it as easy as possible for them to enquire.
  3. No shows run at about 50%, so to minimise these you need to try and build a personal connection before meeting them. You can do this by giving them a call before their interview, texting them the day before wishing them luck, making the interview informal and low key and even offering evening slots, as they will likely have another full time job.
  4. You should also think about putting some things in place to prevent early staff loss. This can include taking steps to show that they matter. For example, sending them a welcome card when they first come on board, getting someone fairly senior to welcome them in person and greet them on their first day, regularly thanking and praising them, checking if they need any support or help etc.
  5. Increasing pay can be a big incentive, however, when you cannot use pay you must use appreciation. Much of the sector runs on trust and appreciation so, staff centered care is paramount. You must appreciate and reward your staff in any way you can, if you have happy staff, you will have happy residents. Some care providers still treat their staff as if they are lucky to have a job, when in reality it should be the other way around. Both care providers and residents are lucky to have wonderful staff that are passionate about what they do.
  6. Being a carer has really been undersold as a career, make sure your marketing materials when recruiting staff show what a wonderful career it is. Offer autonomy in the roles, that way the carer feels it is truly in their hands, rather than feeling like glorified data collectors.

As the demand for care grows, so does the need to recruit and retain more workers to deliver high quality care and support. 

In the current market, care providers must work harder to attract new staff and keep them, the care sector has changed and we no longer have a ton of applicants to choose from. This is why putting into practice some of the tips above is paramount in 2021.

If you would like more information on how to utilise Digital Marketing within your care business, check out our blogs, e-books, or call or email our team today!

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