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Supporting Recruitment and Retention

This page describes how The Framework can be used to help with recruitment and retention.

Click on ‘Developing the current workforce’, ‘Widening participation’ or ‘Future workforce requirements’ to find out more.

Widen Participation

Developing the current workforce

Future workforce requirements

Recruiting for values

Removing barriers to recruitment

Ensure processes are person-centred and supportive

Service users and carers are attracted to roles where lived experience plays a key role in the development of service delivery and improvements to a patient experience. Peer mentor roles are unique with the aim of supporting individual service users. Each individual brings a different perspective to the role.

Promotional opportunities

Recognition of transferable skills in the current workforce

Existing staff can identify opportunities for career development and are able to see where they can develop their skill set without having to consider leaving the organisation. The skills also identify where skills already developed can be transferred to senior or specialist roles.

Review existing job descriptions and person specifications

Utilisation of the framework to develop new roles within existing or new teams

Opportunities to share best practice across organisations, promote the culture of "one team" and build greater understanding of the value of support worker roles.

Feedback from local organisations

How can we attract people from diverse backgrounds to careers in health and social care and widen participation.

BLG Mind are going to look at the values, experience and skills to identify whether their current job descriptions and person specifications may assist them in attracting new applicants to the voluntary sector.

This will also support their role in the transformational agenda and ensure that people undertaking roles have the values service users require.

Using the skills within the framework the managers will also look at how they can attract their existing workforce to more senior roles by identifying transferrable skills for supervisory and managerial roles

SLAM have identified that they will use the experience and skills to attract more applicants to their support worker apprenticeship scheme and help new applicants and existing employees to identify what transferrable skills they have to enable them to apply for roles and progress in their careers and move away from traditional recruitment methods to a system which asks candidates to demonstrate potential competency against some of the I statements. As part of the Recovery College SLAM will also share the framework with participants who may be interested in pursuing a career in health and social care.

Southwark Council will continue to ensure that their processes to support people interested in lived experience roles are person-centred and individual to the person’s circumstances.

Bridge Support will review their person specifications to update the core values which are contained within the framework and use the information in the document to assist in development of new roles to aid the transformational agenda for community mental health services.

About the Skills Framework

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How the Skills Framework was created

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