Recruitment & Retention Officer (Multi-site)

Home Instead Senior Care; Sittingbourne; On-site; GBP 26,000; Full time

Job summary

A leading company in non-medical care seeks a Recruitment & Retention Officer to drive recruitment strategies and community engagement across multiple territories. The role focuses on enhancing candidate experience and ensuring compliance with regulations while promoting Home Instead as an employer of choice.

Qualifications

• Experience in end-to-end recruitment & retention services.
• Knowledge of recruitment legislation and social media marketing.
• Strong interpersonal and communication skills.

Responsibilities

• Create and manage recruitment strategies and campaigns.
• Ensure compliance with recruitment regulations.
• Conduct community events to attract Care Professionals.

Skills

Community relationship skills

Organization

Interpersonal skills

Decision-making using data

Communication skills

Self-motivation

Job description

Company Description

Recruitment & Retention Officer

(Multiple areas)

£25,350 pa (Full Time)

(flexibility to work outside 9-5 Monday to Friday)

Home Instead is the world’s leading provider of non-medical care and companionship services for older people. With visits of one hour or more, award-winning training, and an excellent reputation, we are immensely proud of the quality of care we provide.

Job Description

Job Purpose

The role requires candidates to work across multiple Home Instead territories depending upon the needs of the business.

To ensure recruitment of high-quality Care Professionals with focused and effective strategies for engagement and retention. Drive and oversee the marketing of Home Instead through networking, both in person, media, and print, targeting clients and caregivers.

To proactively source, select, and build a pipeline of high-quality, engaged Care Professionals.

To deliver a responsive end-to-end recruitment service that incorporates a great candidate experience.

Ensure Home Instead is an employer of choice in the local community.

The Role

• Manage all aspects of recruitment activity ensuring compliance with legislation, regulators, and Franchise Standards.
• Develop and implement creative recruitment campaigns online and within the local community.
• Manage the end-to-end candidate experience, creating a positive and engaging proposition.
• Proactively source candidates using a variety of sources which produce high-quality candidates.
• Develop own networks for sourcing candidates within the local community.
• Develop and maintain our approach to recruiting on social media by generating interesting, innovative, and timely content and campaigns.
• Use knowledge of the market and competitors to identify and develop the Company’s unique selling propositions and differentiators.
• Research, plan, and successfully execute regular community events including attending fairs, exhibitions, recruitment events, and other appropriate events.
• Support candidate selection activities.

• Maintain the accuracy and integrity of recruitment-related information using the SmartRecruiters Applicant Tracking System (ATS).

• Utilise recruitment data to make informed decisions regarding recruitment approach.
• Implement and maintain an Employee Referral Scheme tailored to our Care Professionals.
• Optimise the recruitment tools available and keep up to date on best practice approaches.
• Achieve targeted recruitment figures.
• Ensure compliance with Home Instead’s Equality, Diversity, and Equal Opportunities policy, in respect of employment and service delivery.
• Carry out any other duties deemed necessary for the successful operation of the business.

Recruitment activities

• Attract new Care Professionals into the recruitment process using various channels and achieving the agreed net Care Professionals target recruited each month.
• Encourage and lead the development of networks in the local community and ensure regular community events are planned throughout the year to promote Home Instead as an employer of choice.
• Hold one event a month to network and recruit new Care Professionals.
• Ensure recruitment strategies are in place, including creative campaigns, proactive sourcing, and engaging social media content.
• Use print/poster campaigns and local advertising to attract candidates.
• Manage ads and applications through SmartRecruiters.
• Attend community events and network to attract candidates.
• Use social media platforms and marketing campaigns to target new Care Professionals.
• Monitor the ratio of Care Professionals to clients, building a talent bank and facilitating communication between recruitment and scheduling.
• Support the creation of a succession plan for future growth, including internal key player recruitment.
• Manage all recruitment activities ensuring compliance with regulatory requirements, including managing the Care Professionals Experience team.
• Build a pool of Live-in Care Professionals, aiming for a net gain of +2 monthly.

Retention Activities

• Ensure a positive and engaging candidate experience from initial contact onwards.
• Create a plan for each stage of the Care Professional journey with the team, including support and touchpoints, especially within the first 12 weeks.
• Ensure effective onboarding meetings.
• Match Care Professionals appropriately to clients and ensure profiles are complete.
• Ensure mutually positive working hours and patterns.
• Support completion of PEAQ and develop action plans based on feedback.
• Monitor staff welfare, morale, and wellbeing, including regular check-in calls.
• Organize structured team meetings and social events.
• Manage reward and recognition programs and communicate available resources.
• Celebrate achievements like Employee of the Month and client support on social media.
• Organize birthday cards, personal CAREGiver events, coffee stops, and quarterly team events.
• Review exit interviews for common themes and implement solutions.
• Maintain employee files for compliance and accuracy.
• Set and monitor targets for recruitment, retention, and training, using data to improve performance.
• Stay updated on industry trends and best practices.
• Support the operations team with HR-related issues, following advice from external HR advisors.
• Perform other duties necessary for business operations.
• Respond to candidate applications outside usual hours when needed.
• Follow up with previous applicants and invite new ones for interviews.
• Ensure proper completion of application forms and candidate selection for induction.
• Keep the SmartRecruiters system updated with candidate progress.
• Communicate regularly with the Live-In pool via newsletters and updates.

The above is not an exhaustive list.

Qualifications

Essential Criteria

• Previous experience in delivering end-to-end recruitment & retention services.
• Experience in recruitment marketing and campaign management.
• Knowledge of legislation relating to recruitment, including criminal record checks, referencing, and right to work checks.
• Experience with social media and digital communication tools for recruitment.
• Confidence and self-motivation with strong community relationship skills.
• Experience sourcing high-quality candidates through various methods.
• Understanding of candidate screening and selection processes.
• Ability to use recruitment data for decision-making.
• Flexibility to work outside regular hours as needed.
• Strong interpersonal and communication skills.
• Proficiency with IT systems, ATS, and virtual communication platforms.
• Excellent organization and prioritization skills.
• Self-motivated, results-driven, resilient team player.
• Availability to work on call (circa one in 4/tbc).

Additional Information

Core and Role-Specific Competencies include:

• Driving Results, Customer Focus, Influencing, Teamwork & Collaboration, Communication & Relationship Management, Living Home Instead, Resilience, Adapting to Change, Planning & Organising, Agile Learner.