Bright selection takes a look at the leading trends in recruitment in the care home sector over the past year

Sector Demand – As a Recruitment & Employment Confederation (REC) member we contribute to and review monthly surveys on activity within the recruitment sector as a whole and within our specific sector. REC surveys report that demand for permanent health and medical recruitment, whilst once the 2nd highest of the sectors at the beginning of 2017, has dropped to 6th placed at the beginning of 2018. Our experience chimes with their results: candidate availability for permanent appointments has dropped significantly but interestingly for us demand has increased for home managers and re¬mains high across all regions.

New Commissions – There has been a continued requirement for new commissions predominantly in the South and Midlands regions.

Introduction of New Roles
– Roles such as Clinical Support Manager, Peripatetic Nurse and Regional Dementia Lead have been introduced to bolster and support clinical and specialist needs. Typically, these roles pay anywhere in the region of £40-50k per annum, have a defined regional remit and require nurse qualified professionals with specialist knowledge and/or significant experience in delivering nursing services in a care home setting. This has been a great initiative for both providers and candidates by offering progression and building a talent pool that can quickly be dispatched on need. In the case of dementia specialist roles, it also gives companies the chance to ensure best practice is shared across homes and care professionals can genu¬inely grow their level of expertise.

Development of Sales and Marketing Function – Luxury retirement groups staffing models have shifted whereby all groups now have a designated hospitality function. All groups will now have a Client Relationship Manager/Sales and Marketing professional attached to each service.

Salaries – Increased across the board

Registered Manager – In line with demand Home Manager salaries have increased within their bandings. A Gen¬eral Manager of a luxury care home in the London and South region will have seen an increase of salary from £60k in previous years to anywhere up to £85k per annum. In other areas salaries that were on average at £40-45k are now paying up to £55k for the same role.

Deputy Management – Over the last 12-18 months there has been a gradual change in the level of responsibility of the Deputy Manager and equivalent. This is in line with the changes in home structure and in most cases is offering clear and significant clinical leadership responsibilities. This has led to further increases taking salaries up to £50k.

Increased CQC Ratings
Our team have all reported the increased numbers of managers that are now either managing CQC rated ‘Good’ or above services, and/or able to evidence their impact on a service through their CQC reports. This is in line with CQC results which show an increase from 71% to 78% in services now achieving ‘Good’ ratings.

Candidate Sourcing – as a business we are often asked about our sourcing methods, and we always ensure we track all sourcing of successful candidates. Here are our 2017 results

  • Social Media – continues to impact and has delivered excellent results for us this year, doubling our placements through this medium
  • Advertising – placements from advertising have again reduced
  • Network – we have benefited from recommendations from both client and candidates and our team continue to build regional net¬works of managers
  • Proactive Sourcing – 80% of our placements have been achieved through proactive sourcing

Other Key Trends

  • Nurse Qualified Managers – continued preference for nurse qualified managers irrelevant of service registration
  • Candidate Movement – we have successfully managed reloca¬tion for senior candidates
  • Reduction – the demand for Peripatetic Management candi¬dates has reduced, whilst supply remains the same
  • Interim Consultancy – demand remains consistent