Outt - Social Care Shifts

  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...

  social care professionals have all been in a job where we know we’re overqualified or have developed a great set of skills that means we’d be able to apply for a more senior position.   However, taking that leap of faith and putting yourself out there at an interview can be nerve-wracking. Still, it’s a good kind of nerves and all-important to recognize when you are ready to progress to the next step in your career.   There are so many factors to consider:   Do you apply for an internal promotion or start somewhere new? How can you showcase your experience on a CV that stands out from the crowd? Should you choose positions in the same sector or branch out? How do you know you’re qualified enough for an advertised vacancy? Add to those questions a bundle of anxiety about handing in your notice and establishing yourself in a brand new team. It’s easy to put progression on the back burner in favor of staying where you’re comfortable.   BUT...

  Every care home or social care setting will need new staff from time to time. Whether that is filling full-time roles, covering periods of leave, or using contingent/agency staff to fill gaps in the staffing rota.   Video calls are nothing new, but are becoming commonplace, and have changed from being the exception to the general rule.   Many social care managers are now:   ·          Inviting candidates to remote interviews via platforms such as Zoom or Skype. ·          Conducting fewer interview stages to reduce the number of steps in the recruitment process. ·          Interviewing applicants individually, rather than as part of a panel of hirers. A remote call simply isn’t the same as meeting somebody face-to-face. That said, by preparing well, we can help applicants find the experience less stressful, and employers gain the...