Five steps to good recruitment in care services

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A recent report by the Care Quality Commission (CQC) found that the recruitment and retention of good quality staff is vital to improving ratings. How can you ensure you recruit the best staff for your care service?

  1. Write a good job description

    See the How to Write Job Descriptions and Person Specifications guide. You can also find template job descriptions for roles including a Care Assistant, a Registered Manager, a Senior Care Assistant and a Registered Nurse, which you can download and adapt for your service.

  2. Conduct a successful interview

    A selection interview is designed to:

    1. establish rapport between the interviewer and the candidate

    2. gain relevant information about a candidate

    3. assess a candidate’s skills, knowledge, motivation and experience in relation to the requirements of the job

    4. assess a candidate’s commitment to accept a job offer

    5. enable the interviewer to make an effective, fair, objective and lawful selection decision

    6. create a positive impression to the candidate of the organisation

    7. convey important information to the candidate about the role and the organisation.

    See How to Conduct a Successful Interview in the Selecting and Appointing Staff topic.

  3. CQC requirements

    The CQC states that care services must have robust recruitment systems in place, which result in the right staff being recruited to provide safe, effective and responsive care. Pre-appointment, make sure that the potential candidate meets CQC Requirements for different roles under the Fundamental Standards.

    Post-appointment, ensure that the candidate meets CQC “Fit Person Requirements” in relation to references, employment history, qualifications, identity checks, Disclosure and Barring Service checks and any health checks. See Post-appointment: Meeting CQC “Fit Person” Requirements.

  4. Equality

    The Equality Act 2010 provides certain rules to be followed when advertising posts and selecting candidates to ensure equal opportunities and non-discriminatory selection and appointment practices. Alternative formats should be made available to job applicants to make it easier for suitable disabled people to apply for a particular post, eg audio tape or Braille for people with visual impairments. Find out more in Implications of the Equality Act 2010.

  5. Data protection

    A data protection clause should be added to the application form so that the applicant gives their consent to the processing of personal data. All personal information supplied in the course of an application must be treated in line with the Data Protection Act 2018. See the Data Protection topic for more information.

Last reviewed 16 October 2018

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