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 client and caregiver.

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.

Ensuring 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 any 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 agreed  net Care Professionals target 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 Care Professionals
• Ensure recruitment strategies are in place, including creative recruitment campaigns, proactive sourcing of Care Professionals through various means and interesting, innovative, and timely content for social media.
• Use print / poster campaigns to attract Care Professionals.
• 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 Care Professionals.
• Ensure the accuracy and integrity of recruitment related information using the SmartRecruiters Applicant Tracking System (ATS).
• Monitor ratio of Care Professionals to clients, building a robust talent bank and drive communication between the recruitmer and scheduler.
• 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 Care Professionals Experience team.
• As with hourly Care Professional recruitment – build a pool of Live in Care Professional +2 net gain to the pool monthly.

Retention Activities

• 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 Care Professional 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 Care Professional have a suitable one page profile and are appropriately matched to their clients
• Ensure Care Professional hours, working pattern and availability is mutually positive for both parties.
• Support the completion of PEAQ and develop and deliver an action plan based on the feedback.
• Monitor staff welfare, morale, and wellbeing – spend an hour 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 employee of the month and any great client support and enhancement is recognised on FB
• · Ensure birthday cards / personal CAREGiver events recognised
• · Organise coffee stops / monthly team Care Professional 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 Care Professional recruitment, training, and engagement.
• 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.
• 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 paperwork when they pop in
• Ensure application form is completed correctly with relevant work/education history with explaination for gaps, 2 professional references / 2 personal references
• Select candidates for induction – send formal email
• Ensure Smart Recruiters system is up to date with candidate progress.
• Regular communication with the LIVE IN pool – via newsletters – updates on new packages starting – ‘keeping warm and ready to work’.

The above is not an exhaustive list.