REDUCE AGENCY SPEND ON SOCIAL CARE RECRUITMENT
Let
OUTT show you how to reduce agency spend on social
care recruitment – control your agency
staffing budget, reduce costs, and streamline your Rota!
Agency
staff are the backbone of the social care sector, providing vital support for
care homes and social care organizations that need to fill urgent vacancies
quickly. Contingent workers are usually able to respond fast to staff
shortages, provide cover for holidays and sickness absences, and plug gaps in
the workforce when crucial short staffing can be a crisis for a health and social care recruitment agencies facility.
However,
the costs of advertising, interviewing, recruiting and conducting right to work
checks can put tremendous strain on budgets and workflows, with workforce
managers struggling to keep up with demand, while retaining high standards of
staffing.
OUTT
aims to change the way recruitment, working, and staff retention is managed,
with a new model created in the wake of the COVID-19 crisis to address the
critical staffing shortages deepening across the health and social care jobs sector.
SOCIAL CARE RECRUITMENT – REDUCE
AGENCY SPEND
The
first factor in appointing quality agency staff is in recruitment; and
traditional adverts in local press not only cost a fortune, but also often fail
to engage with the key staff you hope to reach.
Bland,
uninspiring job adverts don’t convey the value of the opportunities on offer,
and so often we work with employers who follow the same recruitment template,
advertised in the same places, which hasn’t been a successful recruitment
strategy for many years.
·
Digital
recruitment is cheaper, faster, and more effective at reaching a younger
workforce who increasingly look for job opportunities online.
·
Dynamic, exciting
adverts that explain what perks and benefits you are offering are more likely
to garner responses than following a traditional template.
·
Remember that
your recruitment strategy is the first impression you make with potential
applicants, so think about the culture of your social care worker organization, and how you want that to come
across to candidates.
·
Don’t make a job
ad just about what you want from an applicant; explain what you are offering in
return.
·
Think about your
own online presence; remember that most jobseekers will research your organization
before applying!
In
a sector where quality professionals and enthusiastic trainees are in high
demand, you need to stand out from the competition, and leverage digital
recruitment in a way that delivers the response you need, from the candidates
you want to hear from.
OUTT
is a next-gen recruitment app connecting skilled candidates with quality
employers, to bridge the gap between workforce demand and employer engagement.
Having
seen the issues with traditional recruitment, we have designed a new, digital,
interactive and comprehensive app that covers every aspect of recruitment, in a
contemporary and streamlined way to make advertising your shifts faster and
easier – advertised directly to a pool of vetted, qualified candidates.
STREAMLINING SOCIAL CARE APPLICATIONS
Once
you have addressed your recruitment strategies, the next step in finding the health and social care jobs in london staff you need is in identifying the best way
to review applications, and interview your short-listed candidates. This
process in itself can be time-consuming, and again, digital innovation is the
key to making the whole task faster and more effective.
Traditional
social care recruitment works like this:
·
You list an ad on
a jobs site, or in the local press.
·
Candidates have
to email or post a CV and covering letter.
·
The workforce
manager needs to manually read every application.
·
Once they have a
short-list, they then need to contact each individual candidate.
·
Candidates must
be invited to interview, and then the time dedicated to meeting each applicant.
When
you have an urgent vacancy, or need to cover a shift now, this process is
unviable, and is often an unnecessary strain on health and social care agencies that don’t have the spare time or resources
to allocate to recruitment.
There is a different way!
OUTT
offers employers a way to list their shifts, vacancies and short-term
requirements digitally. Candidates receive direct access to information about
the post, and this can be quickly matched with skills and qualification
requirements, without the manual vetting process.
Digital
application processes are faster, and more accessible to modern workforces who
want a one-click solution to sending their details, and replaces the
traditional use of application forms and CVs that can be extremely difficult to
compare.
The
OUTT app is designed for mobiles and handheld devices, and enables applicants
to apply for shifts, and employers to filter local candidates and make them an
offer, in just a few clicks.
REDUCING AGENCY SPEND BUDGETS
Recruitment
can be very expensive indeed, and when you build in the advertising costs, the
time required to interview and vett candidates, and agency fees, it can be
disproportionately expensive to hire agency staff. That said, short-term
workers are vital to most social care settings, and so controlling those costs
is essential.
OUTT
offers a more cost-effective solution to traditional recruitment agencies, both
streamlining recruitment and selection processes, and cutting down on the costs
associated with finding high-quality social care agency staff.
·
Reach out to
professional candidates for any variety of job requirements.
·
Manage your
preferred candidates to choose the best applicants, and make instant offers for
shift cover and positions.
·
Access live
compliance documentation and receive the assurance that OUTT has thoroughly
vetted every candidate, including right to work checks.
·
Upload urgent
shift requirements for a rapid response from a 24/7 recruitment service.
·
Authorize
timesheets digitally, reducing time, costs and paperwork.
Not
only is the service cheaper, but more efficient in every way.
By
harnessing digital recruitment and applications, you save on the costs of
agency fees, while also cutting out the time required to review CVs, manage
communications and carry out due diligence checks.
BALANCING PERMANENT ROLES WITH
SHORT-TERM DEMAND
The
other essential factor when looking for social care staffing is quality.
Quality
is key when it comes to excellent care services, highly trained staff, and
building a reputation as an outstanding organization. Therefore, continuity
with skill requirements is vital, and can be a challenge for care home managers
to balance out when looking for short-term agency staff to complement their
existing workforce.
OUTT
also considered this obstacle, and how we could make it easier for social care
managers to find the staff they are looking for, and avoid the pitfalls
involved in recruiting permanent or long-term staff who might turn out not to
be the right person for the role.
Here’s
how it works:
·
Select candidates
who match with your requirements from our pool of applicants.
·
Offer shifts and
placements quickly, with a digital offer process.
·
Review your
staff, and leave feedback on their skills, competencies and work.
·
If you find the
perfect person and want to offer them a permanent role, simply make the offer
through the app!
This
‘try before you buy’ system and review option resolves the challenge of finding
the best quality social care staff; and you can assess past reviews as left by
other employers before you decide whether to offer a candidate a shift.
By
working with agency staff before deciding whether to offer a permanent role,
you have the absolute confidence that you only take on the best long-term
staff, who you already know deliver exactly the standards of care and attitude
that will fit in seamlessly with your workforce.
For
more information about OUTT, and how we help social care employers reduce and
manage their agency spend, visit us online.
Original source:
- https://outt.co.uk/social-care-news/social-care-recruitment-reduce-agency-spend/
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