It can be easy, when you’re busy, to rush through the recruitment process and focus on hiring enough staff, rather than hiring the right staff. 

But your staff shape your organisation and the quality of service you provide so selecting the right people is crucial. 

Putting time and effort into your recruitment process pays off.

Getting into the cycle of rushing recruitment and taking on the wrong people isn’t sustainable and puts your organisation, staff and the people you support at risk.

Here are our tips for the best ways to invest in your recruitment processes to get the biggest rewards. 

1. Plan your recruitment

Before you advertise your vacancies, you need to know who you want to recruit so you can be proactive and attract the best talent.

It can help you to explore your current workforce and identify any gaps, so you can target your recruitment and get the right mix and numbers of staff to meet the demands of your service now and in the future.

You also need to think about the type of people that you want to recruit.

Before you recruit, it’s important to think about your organisational values and culture. Having a positive culture and strong workplace values will help you attract people who know what it means to deliver high-quality care and who are more likely to stay.

You should review your organisational values regularly to make sure they still reflect the aims and objectives of your organisation and embed them into your recruitment process.

2. Attract the right candidates

Each time you recruit, take the time to review your job adverts and descriptions and ensure they reflect the type of candidate you want to recruit. The more accurate they are, the more likely it is that you’ll get applicants who match it.

Make sure they include your organisational values, so you can quickly assess whose application you want to progress, and whose you don’t.

An important factor in finding the right candidates is to ensure that this job is not left to someone who is already juggling several tasks. 

Investing in a recruitment company who can dedicate themselves to the task is a worthwhile investment to ensure you are only interviewing candidates who are not only right for the role but also right for your organisation and culture. 

3. Select the right people

Investing time in the selection process can reduce the number of ‘wrong choices’ and save you the time and money associated with recruiting the wrong people.

There are lots of methods that can help you select the right people, and you might use more than one, including:

• using profiling tools

• involving people who need care and support in selection

• offering potential candidates a taster day or trial shift

• involving existing staff in selection

• conducting values-based interviews

• running an assessment centre or day.

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Are you looking to hire the right people for your organisation? Speak to our team today and break the cycle of recruiting and re-recruiting the wrong people.