• Herts Good Care have been very helpful in helping me find a job. I have been unemployed for a year now and the service has changed that. I am really…

Herts Good Care Recruitment

Who?

Herts Good Care Recruitment is a partnership between Hertfordshire Care Providers Association (HCPA) and Hertfordshire County Council (HCC).

What?

The service is funded by HCC meaning it is a completely FREE recruitment service for HCPA members, designed to support you in finding quality and compassionate staff to fill your vacancies. We source and screen candidates using a value based approach. We are here to fill your permanent roles with the right people. Therefore we carry out in depth screening, and prior understanding of your job roles helps us to match the right candidates for you.

Why?

Our goal is to remove the negative stigma around working in care and get people thinking about a career in care. There is a recruitment crisis in the care sector due to staff shortages and high levels of staff turnover, leading to a heavy reliance on expensive agency staff. By attracting more candidates to the care sector we aim to fill your vacant job roles with permanent staff members to help you improve service quality, establish consistency for service users, and save you the expensive staff agency costs.

How?

We have many candidates on our database, at all levels of their career, who are looking for full time and part time roles, apprenticeships, work experience, and volunteer opportunities. We get to know exactly what your requirements are and then advertise your available job roles across a range of job boards and social media platforms.

To find the right person for your organisation we also utilise our strong partnerships with various community and voluntary organisations who support people to find work, including; work programmes, schools, colleges, and universities. Not only that, but we also attend job fairs and other employment events on your behalf to widen our search before we implement our in-depth screening process to make sure we have the best candidate for you.

When you receive a candidate’s CV they have been through a full values based screening and are ready for you to interview them face to face. We fully prepare our candidates prior to interview to ensure they have a full understanding of your organisation and what to expect. You will also receive a value based report on each candidate which is a useful tool to draw on their strengths and weaknesses in interview.

What next?

Advertise your roles by clicking the link on the left.

If you are not yet a HCPA member but are interested in using this service, please head to www.hcpa.info/membership to find out more and apply for membership.

First impressions count

Your job advert is the first thing candidates will see from your company, so it’s important to make sure it’s engaging to help you make a good first impression.

  • Make sure it’s easy to read and understand
  • Keep it to the point – use keywords to emphasise the most important messages you want to convey
  • Always include key details – salary, location, hours, benefits or perks, working environment, duties, and who you are etc – these are the details all candidates will want to know

 

To make it easier, we’ve created a job description template that you can follow to advertise your roles on our website (see bottom of the page to view).

Each part of the job description is important:

Main purpose

Your first couple of sentences should tell candidates who you are, what you do, and why the role exists.

This is the first thing candidates read before deciding whether they want to read the rest of your advert or not, so this bit needs to be concise and engaging. You can use questions for this (like we have in the template below), or just explain in a short paragraph.

Benefits

Put yourself in the candidates shoes and think about all the different things that could influence them choosing a role. For example:

  • Are there career progression opportunities available?
  • Free parking?
  • Paid travel time?
  • Paid DBS?
  • Does your company have a pension scheme?
  • Do you offer Herts Rewards?
  • Is your working environment friendly and supportive, with strong leadership?
  • Flexible working hours?
  • Generous annual leave?

Something as simple as free parking could have a huge influence over a candidates decision (this may be something they don’t have in their current role!).

Lots of different candidates will see your job advert, and each of them may be motivated by different benefits, so make sure you include as many benefits as you can.

Job Duties

This is your chance to give the candidate a taste of what their new day-to-day role would be. It can be tempting to include a long, formal list of all job requirements, but to keep it reader friendly and to engage candidates we recommend that you keep this to a maximum of 10 bullet points at this early stage of the recruitment process. You can always provide a fuller list of duties at the interview stage if required.

Person specification

Attract the right candidates for your organisation by making it clear what type of candidate you are looking for in the job advert. To help you get a better idea of the right person for the role ask yourself these questions:

  • What level of experience is needed – do you take people on at entry level, or maybe someone with specific qualifications?
  • Is it a requirement that the ideal person drives and has their own car?
  • What values and character does the person need to demonstrate for their application to be successful?

Ask yourself these questions throughout the recruitment process to ensure you get the correct calibre of candidate for your organisation. Not only is it helpful for engaging potential candidates, but the more information and understanding we have of your role and who would be the best fit for it, the easier it is to ensure we’re matching your role with the right candidates.

Ready to get started?

Create your brilliant job advert by using the below template as a guide

Home Care Assistant

 

Do you want to feel supported and part of a team?

Do you want to work for an organisation where your hard work is recognised and valued?

Do you want your voice to be heard, enabling you to make changes and influence decisions?

 

If you answered yes to the questions above, then we have the perfect role for you…

We are a small home care provider supporting adults of all ages with varying needs, from dementia, to physical and learning disabilities, within their own homes. We are looking for caring and compassionate Care Assistants to provide person-centred care, and ensure our service users are always treated with dignity and respect.

 

Benefits

  • Earn up to £11 per hour (starting rate is £9 per hour if the candidate does not have experience or qualifications)
  • Flexible hours to suit you
  • Mileage paid at 25p per mile between client visits
  • Minimum of 1 hour spent with each client
  • Increased pay on public holidays
  • Career progression – on-the-job training, and opportunity to complete Level 2, 3 and 5 Health and Social
  • Care Qualifications
  • Pension Scheme
  • Herts Rewards
  • Refer a friend bonus
  • Free uniform provided

 

Job Duties

  • Personal Care – Support service users with their care needs in line with their individual care plan. This may include assisting with personal and intimate care as required by the individual.
    For example: dressing / undressing, bathing / showering, drying, skin / hair / nail / foot care, dental hygiene, assistance with toileting.
  • Companionship – Build professional relationships with service users, assisting with their emotional, social and spiritual needs whilst encouraging independence and choice.
  • Daily Living – Assist service users with going about their daily life, from support with medication, or preparing meals, to helping keep well.
    For example: prompting / administering medication, meal planning and preparation, assistance with eating and drinking, helping individuals with reduced mobility to move around, assisting with learning life skills such as cooking or budgeting, tidying, laundry, ironing, helping individuals to take care of their personal property.
  • Community – Accompany service users accessing the community and attending their chosen activities in line with their personal care and support plan.
    For example: shopping and leisure activities, learning and work experience, exercise e.g. horse-riding, swimming, walks etc, visits to theatres, museums, cafes etc, and attending medical and other appointments.

 

The list of tasks and duties is not exhaustive and may change over time depending on the need of the service.

 

The ideal candidate:

  • Must be dedicated to providing high quality of care
  • Must have a caring and compassionate nature, committed to treating all service users with dignity and respect
  • Must have excellent communication skills, both verbally and written
  • Does not need experience – full training is provided
  • Must have a full, clean driving licence and own car – travelling between service users own homes

 

If this sounds like you, and you would like to work in a supportive team environment where you are making a huge difference each day, then please apply now.

There are three different types of contract types, and it is very important that you advertise correctly, as being open and honest is paramount to a successful recruitment process. The three types of contract are:

Zero Hour

Regardless of if you can guarantee a certain number of hours, if you are only offering a Zero hour bank contract to your new employee then it must be advertised as such. Failing to accurately state that you are offering a zero hour contract on your job advert comes across as dishonest and shows your organisation in a negative light.

Full Time

Any contract that offers 35 hours or more

Part Time

Any contract that offers less than 35 hours

Changes to Zero hour contracts

It is in discussion that there may be a new minimum Zero hour wage, which is higher than National Minimum Wage. Although Zero Hour contracts are suitable for some candidates (due to the flexibility), this discussion is to prevent employers exploiting their workforce. We will update providers if this law comes into place.

An important part of a successful recruitment process is to add credibility to your organisation for potential candidates. There are a lot of other adult care providers that are looking for staff too, so you need to stand out. Getting involved in our Good Care Campaign will do just that.

Why should candidates choose you over another care provider?

The Herts Good Care Campaign is a chance to celebrate the profession and the great work that you and your team do across the county, 24/7, 365 days a year.

In Hertfordshire alone, we need to recruit around 2000 paid carers a year. The Good Care Campaign aims to help tackle this, by removing the negative stigma around a career in care. We cannot do this alone, we need your involvement and cooperation to make this work.

The objectives of the campaign are:

  • To promote the benefits and variety that a career in care offers, attracting more people into the care profession
  • Raising awareness and celebrate the vital work you and your staff do everyday
  • Reduce the amount of interview no shows and cancellations by adding credibility to your recruitment process

What can you do to get involved?

Here are just some examples of engagement activities providers have done in the past for good care:

  • Indoor tea party
  • Outdoor barbecue or picnic
  • Reptile or farm animal visit
  • Creative arts session with local primary school pupil attendance
  • Community Education class via HCPA
  • Day outing for service users, family and staff

» View photos from previous Good Care events

What do you gain from getting involved?

  • Our recruitment consultants will prioritise your roles when sourcing candidates
  • We will share your good care materials with candidates, lowering interview dropout rates
  • Post photos/videos of your events on social media (with permission)
  • Use your events for positive press releases (with permission)

» Tell us what how you are getting involved in the Good Care Campaign

Do you have a staff member that stands out as a shining example of your company ethos?

 
Encourage candidates to work for your organisation by asking some of your best staff to share their experience of working for your organisation.

What should your video include?

Keep it short and snappy, just 20 seconds, and make sure they mention:

  • What their name is
  • What their job title is
  • How long they have worked for you or in the care sector in general
  • And, most importantly, they should say ‘I love working in care because……’
     

Guidelines

Below are a few instructions to ensure your video looks great:

  1. Print the #wecare sign for your staff member to hold in the video here
  2. Please use a plain backdrop such as a plain white or light wall
  3. Find somewhere quiet to film – background noise will damage the sound quality of your video
  4. Record between 2 – 5 videos with different staff members, such as a staff member who is new to working in care, someone who has worked for you or in the care sector for a long time, or someone who has progressed within your organisation, or perhaps someone now in management.
  5. Please ensure the phone camera quality is good, any recent smartphone should be sufficient

Share your videos with us

Once you have your videos and are happy with them, please Facebook message them to www.facebook.com/HertsGoodCare or email them to goodcare@hcpa.info.

When you send them over to us please make sure you tell us which organisation and location you are sending from and ensure that all staff on camera sign the consent form here before sending the videos to us.

Did you know that your new employee can attend our Care Certificate completely free of charge?

All staff must be fully inducted into the care sector to enable them to understand precisely their roles and responsibilities and to ensure services are complaint with the inspectorate. A person without this competence will remain under-confident, may leave the job or worse, may inadvertently cause someone harm.

Through HCPA staff can be enrolled on the 6 days of training which will cover all the 15 standards of knowledge in the Skills for Care Care Certificate (industry standard) and whilst gaining the Care Certificate the delegate will also receive a Level 1 in Health and Social Care.

The staff member will be given a workbook and will bring back to the manager an action plan for the coverage of the competencies in the Care Certificate. This will enable the manager to sign off the staff member and claim the full Care Certificate. Within the 6 days of training there are practical sessions on both Moving and Assisting and Basic Life Support.

The Care Certificate training sessions run at least twice each month.

If you take on a new employee via Herts Good Care Recruitment, we will waive the £60 Care Certificate fee. All you need to do is head to www.hcpa.info/care-certificate and complete the standard booking for the Care Certificate course. Within the delegate name box on the booking form, type ‘HCPA RECRUITMENT’ as well as your employees name, and you will not be sent an invoice for that employee.

Apprenticeships in Adult Health & Social Care

Providing apprenticeships to those eager to start a career in the care sector is a rewarding way for you to develop and retain talented staff.  Your apprentice will earn their qualification and progress with you as their employer, giving you the chance to develop and grow your skilled workforce.

We know that getting started with apprenticeships can be confusing, so here are some common questions and myths answered:

How much does it cost to train an apprentice?

There are two categories that you may fall into:

Levy

Levy paying companies have an overall wage bill of more than £3 million.

If you fall into this category you will already be automatically paying 0.5% of your wage bill into an apprenticeship fund – this money is for you to spend on taking on apprentices.

Funds that you do not use will expire 24 months after they enter your account. So, use it or lose it!

Non-levy

As a non-levy payer the government will fund 90% of your apprentices training. The average cost of training is £2,000 – £2,500, so you would need to contribute £200-250.

How much should I pay my apprentice?

There is a minimum apprenticeship wage for apprentices between the ages of 16 and 19 years old.

Any apprentice over 19 years old must be paid at least National Living Wage for their age group.

Do I have to accommodate 20% study time for my apprentice?

Study time can be anything from classroom-based training, learning how to write care plans, or dementia training etc. Any study that supports the content of their apprenticeship course counts.

We recommend asking the training provider about flexibility and ideas for the study time required to make the most of this time.

How many contracted hours should my apprentice have?

An apprentice must work a minimum of 30 hours per week. This is so that they have the chance to complete their qualification in a reasonable time-frame.

Some training providers are able to take on apprentices with a minimum of 20 hours per week, however this extends the duration of their course.

What does the apprenticeship cover?

There are two main health and social care apprenticeships:

1.The Intermediate Apprenticeship in Health and Social Care (Level 2)

2.The Advanced Apprenticeship in Health and Social Care (Level 3)

How long does an apprenticeship take?

Depending on the level of apprenticeship, it can take anywhere from 1 to 5 years to complete. The average duration for a Level 2 or 3 apprenticeship is 1-2 years.

How can training apprentices help your organisation?

Improve retention

  • Showing staff that you are supportive of their career development aids your own retention.
  • *86% of employers with an established apprenticeship programme reported that apprenticeships have helped to develop skills that are relevant to the needs of their organisation.
  • Apprenticeships are a great way to up-skill your existing staff, giving them additional skills and qualifications that will ultimately help contribute to the future success of your business.

 

Financial Benefits

  • If you employ an apprentice who is between the age of 16 -18 years old, you will receive a £1,000 grant
  • You’re not required to pay National Insurance Contributions for apprentices who are under 25 years of age and on the lower tax rate

 

Existing Staff

Did you know that your existing staff can become apprentices? If you are looking to develop your staff, why not register them to an apprenticeship course and receive great benefits whilst you train them.

Ready to take on an apprentice?

Advertise your role for free by clicking on the ‘Advertise your role’ link on the left side of this page. You can advertise a Care Assistant position and select ‘apprenticeship opportunities available’, or you can choose a direct apprenticeship post instead. To learn how to register an apprentice please head to www.gov.uk/take-on-an-apprentice

We are able to recommend credible training providers to support you in applying for the apprenticeship when you decide to take on an apprentice. For further information regarding this, please email jobs@hcpa.info or call a member of the recruitment team on 01707536020.