Retention begins before day one
A realistic job description, clear discussion of shifts and transparent explanation of the home’s needs help candidates make informed decisions. Surprises after starting can undermine trust.
Make the first weeks count
Plan a structured induction, consistent supervision and a named point of contact. Check whether new starters understand safeguarding, recording, behaviour support approaches and the home’s culture.
Listen to the team you want to keep
Ask colleagues what helps them stay, what makes shifts difficult and what could improve. Consider rota predictability, leadership availability, progression, training and recognition alongside pay.
Measure what changes
Review early departures, reasons for leaving, sickness, agency reliance and feedback from supervision. Small repeated improvements often matter more than one-off recruitment campaigns.
CANDL perspective
Recruitment and retention are linked. A strong workforce partnership should help an organisation think about the environment a new employee is joining, not just the vacancy being filled.
CANDL | Shaping Brighter Futures. • Talk to CANDL about your workforce or next opportunity.