Recruitment barriers and tips
Service users and staff were asked to identify what are some perceived or actual barriers which they have, or think they will face when considering a role in health and social care.
Application
- Does the advertisement provide clear information regarding hourly rates/salaries so that potential candidates can seek advice regarding impact on any benefits they may be in
receipt of? - How flexible can you be with regard to the number of hours you wish the person to work and does this include time for training?
- Does the role require “lived experience” as a requirement and how will you assess whether this experience is tangible and relevant to the role?
- How would you like candidates to describe their lived experience in an application or CV?
Job Offer
- How will you encourage candidates to talk about their experience and provide them with the confidence to share their experiences? This may be the first interview they have
attended for a while. - Would the STAR model for interviewing help with this? Share the nature of the situation you were involved in, describe the Task you were responsible for, what Action was taken to
move the project forward and what were the end Results)
Interview
- Having offered a role to a candidate if you know it may take some time to do certain checks provide an idea of timescales you are working to as this may reduce anxiety for the
candidate; - There may be occasions when the successful applicant does not have the relevant forms of ID (driving licence/passport) what alternatives can be provided, what happens if they
cannot provide a document with the place where you live, or any certificates you may need (evidence of a school education). - Does information on a DBS automatically preclude someone from progressing – this may be particularly relevant for those who have been homeless in the past, had poor mental
health or suffered with addition.