Our 12-week beginners’ transition and training programme helps us retain employees despite a recent survey by Skills for Care that said staff retention was one of the biggest issues the industry faced.
We follow four steps for improving retention after it was revealed in the research that retaining staff is a bigger challenge than recruiting for care organisations.
We’re extremely proud of our onboarding system, which enables new employees to acquire the necessary knowledge and skills to become a dedicated member of the team.
To begin with we provide absolute role clarity, giving all the details a potential new recruit needs. These include a list of daily duties, information about the company and the team. We also highlight any benefits as well as clear instructions on how to apply.
The onboarding system really comes into play once someone has made it through the initial interview stages and onto their induction and training. This is the crucial stage where they will decide whether they want to proceed, so it’s important to deliver a good induction scheme, going over every possibility they could face in their position and putting them through rigorous but essential training until they feel confident. It’s also important to make them aware of extra training opportunities that might arise in the future and give them an insight of where they can take their career.
We also run a shadowing scheme where new employees can follow an already established member of staff and see what day-to-day life in the job is really like. This gives them the opportunity to ask someone with real knowledge and experience, any questions they might have been too worried about asking earlier on in the process.
Our process works so well that we currently have members of staff who started out with us as a carer and have worked their way up to more senior positions, such as Branch Manager. We also have several members of the same family working for us and even some members of the team who have been in the industry for 30 years.
We are currently recruiting for more than 100 candidates in Wales and individuals who are interested in a position can apply via Facebook at http://on.fb.me/Yn4zmS for ease.
No experience is necessary, just a willingness to care and to learn. Abacare’s company induction includes first aid, dementia awareness, health and safety, food safety, infection control, handling medication and moving and handling service users.
There are lots of opportunities for internal advancement for team members who show commitment, reliability and true passion.
We provide all staff with full training and shadowing before they start, and they have additional, on the job support from the team 24/7.
They are given free uniforms, access to a staff scooter scheme for those needing transport and a national staff discount scheme for all major brands as well as 28 days paid holiday, paid travel between calls and paid mileage.
Ensuring a healthy work life balance is also an essential part of the onboarding process. It’s important that new recruits are aware that we’re happy to be as flexible as possible when it comes to fitting around busy lifestyles and families.
We also listen and take on any feedback our staff members might have and are sure to action their suggestions where possible.
While new recruits are paid extra special attention during their first 12 weeks, we always ensure every single one of our team members, whether they have been with us for three months, three years or even 30 years, is happy in their job and reassured that they can approach management or any other member of the team with any worries or concerns they might have.