Providers of private luxury at-home care; supporting our clients to live independently in their own homes - just how they want to.

Job Purpose

To lead and support the Caregiver Experience team throughout the Caregiver journey. To ensure recruitment of high-quality caregivers 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 client and caregiver.

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

The Role

Direct - Recruitment - Strategies

Attract new CAREGivers into the recruitment process using various genres Target +4 net CAREGivers recruited each month

• Encourage and lead the development of networks in the local community and ensure regular community events planned throughout the year to promote Home Instead as an employer of choice
• Hold one event a month to network and recruit new CAREGivers from (in the shop?)
• Ensure recruitment strategies are in place, including creative recruitment campaigns, proactive sourcing of CAREGivers through various means and interesting, innovative, and timely content for social media
• Use print / poster campaigns to attract CAREGivers
• Advertise in local magazines / display posters locally to attract candidates
• Manage Ads and candidate applications through Smart Recruiters
• Attend events and network in the community to attract candidates
• Use social Media Platforms and marketing campaigns to target new CAREGivers
• Ensure the accuracy and integrity of recruitment related information using the SmartRecruiters Applicant Tracking System (ATS) and all key players understand their responsibilities.
• Ensure People Planner up to date and documents and tasks updated as needed
• Monitor ratio of CAREGivers to clients, building a robust talent bank and drive communication between the recruitment and scheduling team.
• Support the creation of a succession plan to support future business growth – internal Key Player recruitment.
• Manage all aspects of recruitment activity ensuring compliance with regulatory requirements through effectively management of the CAREGiver Experience team.

Direct - Retention and Structured Support:

• To ensure the end to end candidate experience is a positive and engaging proposition from initial contact and on going
• Create a plan with the team for each stage of the CAREGiver journey to ensure they are fully supported, with touchpoints in place, especially within the first 12 weeks.
• Ensure a suitable on boarding meeting occurs
• Make sure each CAREGivers have a suitable one page profile and are appropriately matched to their clients
• Ensure CAREGiver hours, working pattern and availability is mutually positive for both parties
• Responsible for monitoring field-based observations and ensure supervisions and appraisals are recorded and kept up to date.
• Monitor the quality of annual appraisals and coach and develop key players in this area.
• Support the completion of PEAQ and develop and deliver an action plan based on the feedback.
• Monitor staff welfare, morale, and wellbeing – spend an our of love a week calling ‘just because’
• Responsible for planning structured team meetings and social events.
• Owner of reward and recognition programmes and communicating all the Home Instead resources available to the team.
• Ensure there is star of the month and any great client support and enhancement is recognised on FB
• Ensure birthday cards / personal CAREGiver events recognised
• Be involved in CAREGiver OUSTANDING spread sheet
• Recognise a client team of the month – on FB
• Organize coffee stops / monthly team CAREGiver meetings, quarterly events etc for existing team
• Review completion of exit interviews and identify any common threads to share with wider key player team to put solutions in place.
• Overall responsibility for employee files; ensuring that they are all compliant, up to date and accurate.
• Set targets, analyse and monitor, recruitment, retention, and training data to continually improve and hold team accountable for delivery of HR key performance indicators.
• Keep up to date on industry trends and best practice on all areas relating to CAREGiver recruitment, training, and engagement.
• Conduct annual appraisals for your own team.
• Ensure compliance with Home Instead’s Equality, Diversity and Equal Opportunities Policy, in respect of employment and service delivery.
• Support the operations team with any people related issues.
• Take and follow advice from external HR advisors on any employment related issues such as disciplinaries and support the operations team in conducting these meetings in line with company policies and procedures.
• Carry out any other duties deemed necessary for the successful operation of the business.

Manage the coordinator in the recruitment of new CAREGivers - Applicants:

• Respond to new candidate applications through the SR App which at times may be outside of usual office hours
• Call previous applicants and encourage them to pop in for a chat
• Invite new applicants in to meet and be flexible with timings if needed ie outside of usual office hours
• Complete ‘interview’ / scenarios paper work when they pop in
• Ensure application form is completed correctly: see CAREGiver recruitment Promise 10 years of work history or signed to say not work for example, 2 professional references / 2 personal references
• Select candidates for induction – send formal email
• Ensure Smart Recruiters system is up to date with candidate progress
• Attend the induction learning and development train the trainer so that you can deliver some module of CAREGiver induction

Support and manage the Live In Care coorindator:

• As with hourly CAREGiver recruitment – build a pool of Live in CAREGivers +2 net gain to the pool monthly
• Regular communication with the LIVE IN pool – via newsletters – updates on new packages starting – ‘keeping warm and ready to work’
• Compliance and quality management
• Ensure we have a team ready to action within a weeks’ notice. ( Understanding their availability for placement)

Training:

Directly deliver day 2 training and manage training of CAREGivers:

• Lead all aspects of training activity ensuring compliance with Franchise Standards and regulatory requirements through effectively management of the CAREGiver and client care Experience team.
• Ensure training needs analysis and personal development plans are monitored based on the CAREGiver development journey – 12 week journey
• Help formulate the Franchise Office training plan with the Trainer creating continual professional development opportunities for all and support through relevant qualifications.
• Ensure all the relevant team fully utilise the learning management system to record ongoing training and all key players understand their responsibilities.
• Oversee the delivery of the highest level of training and keep up to date with sector developments and legislation.
• Monitor and evaluate the quality of training delivery and ensure all Home Instead materials and resources are being used effectively.
• Research and utilise funding from local sources.
• Ensure MLC is kept up to date and CAREGivers up loaded and monitored
• Ensure Care Certificate and observations are completed by Coordinator – photo in gown and put on FB
• Ensure 50% of team have completed the dementia city and guilds training
• Ensure there is relevant upskill within the team to ensure we can support client’s needs and requirements
• Progress additional training as appropriate ie NVQ 2/3 etc

Manage the Team to:

Attract new CAREGivers into the recruitment process using various genres Target +4 net CAREGivers recruited each month

Recruit:

• Encourage and lead the development of networks in the local community and ensure regular community events planned throughout the year to promote Home Instead as an employer of choice
• Hold one event a month to network and recruit new CAREGivers from (in the shop?)
• Ensure recruitment strategies are in place, including creative recruitment campaigns, proactive sourcing of CAREGivers through various means and interesting, innovative, and timely content for social media
• Use print / poster campaigns to attract CAREGivers
• Advertise in local magazines / display posters locally to attract candidates
• Manage Ads and candidate applications through Smart Recruiters
• Attend events and network in the community to attract candidates
• Use social Media Platforms and marketing campaigns to target new CAREGivers
• Ensure the accuracy and integrity of recruitment related information using the SmartRecruiters Applicant Tracking System (ATS) and all key players understand their responsibilities.
• Ensure People Planner up to date and documents and tasks updated as needed
• Monitor ratio of CAREGivers to clients, building a robust talent bank and drive communication between the recruitment and scheduling team.
• Support the creation of a succession plan to support future business growth – internal Key Player recruitment.
• Respond to new candidate applications through the SR App which at times may be outside of usual office hours
• Call previous applicants and encourage them to pop in for a chat
• Invite new applicants in to meet and be flexible with timings if needed ie outside of usual office hours
• Complete ‘interview’ / scenarios paper work when they pop in
• Ensure application form is completed correctly: see CAREGiver recruitment Promise 10 years of work history or signed to say not work for example, 2 professional references / 2 personal references
• Select candidates for induction – send formal email
• Ensure Smart Recruiters system is up to date with candidate progress
• Attend the induction learning and development train the trainer so that you can deliver some module of CAREGiver induction

If you have a passion for caring and the motivation to help us achieve our ambitions, we would love to hear from you.

We encourage applications from all sections of the community as we want to reflect the neighbourhoods in which we work. Home Instead is committed to safeguarding and promoting the welfare of adults and expects all staff to share this commitment. This role is subject to DBS enhanced disclosure.