{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Recruitment, Selection, and Retention Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} recruits, selects, and retains competent, compassionate, and skilled staff who meet regulatory requirements and can deliver safe, high-quality domiciliary care services. This policy ensures compliance with Care Inspectorate Wales (CIW) regulations and promotes a fair, transparent, and effective recruitment and retention strategy that aligns with the values of {{org_field_name}}.

This policy aims to:

• Ensure all staff meet legal and professional requirements before employment.
• Provide a fair and non-discriminatory recruitment process.
• Attract, develop, and retain high-quality staff to deliver person-centred care.
• Ensure staff remain competent through continuous training and support.
• Comply with all relevant employment laws and CIW regulations.

2. Scope

This policy applies to:

• All prospective candidates applying for roles within {{org_field_name}}.
• Existing employees, ensuring their development and retention.
• The Registered Manager and Responsible Individual, who oversee recruitment and retention processes.
• HR and recruitment teams, responsible for compliance with legal and regulatory frameworks.

3. Legal and Regulatory Framework

This policy aligns with the following legislation and CIW regulations:

• The Regulation and Inspection of Social Care (Wales) Act 2016.
• The Regulated Services (Service Providers and Responsible Individuals) (Wales) Regulations 2017, which outline the requirements for staff recruitment and retention.
• The Equality Act 2010, ensuring fairness and preventing discrimination in recruitment.
• The Social Care Wales (SCW) Code of Professional Practice, setting expectations for social care staff.
• The Disclosure and Barring Service (DBS) Regulations, ensuring staff suitability for working with vulnerable people.
• Employment Rights Act 1996, which governs contracts, working conditions, and staff rights.

4. Recruitment Process

A robust recruitment strategy is essential for ensuring that only the most qualified and suitable individuals are hired to work within {{org_field_name}}.

4.1 Workforce Planning

Before recruiting, {{org_field_name}} conducts a staffing needs analysis to:

• Identify staffing shortfalls.
• Forecast future workforce needs based on service demand.
• Maintain a balance of skills, experience, and expertise.

How we manage this efficiently:

• A workforce plan is reviewed quarterly to ensure appropriate staffing levels.
• Recruitment strategies target specific skill shortages, such as complex care experience.

4.2 Job Descriptions and Person Specifications

All vacancies must have a clear and well-defined job description and person specification that outlines:

• Roles and responsibilities.
• Skills, experience, and qualifications required.
• Regulatory requirements (e.g., Social Care Wales registration).

How we manage this efficiently:

• Job descriptions are standardised and regularly reviewed.
• The recruitment team ensures job advertisements attract the right candidates.

4.3 Advertising Vacancies

Vacancies are advertised through:

• The organisation’s website: {{org_field_website}}.
• Social Care Wales Jobs Portal.
• Job boards and recruitment agencies specialising in social care.
• Local community networks and partnerships with training providers.

How we manage this efficiently:

• A multi-channel approach ensures a wider reach to attract skilled professionals.
• Diversity and inclusion considerations are prioritised in all recruitment materials.

5. Selection Process

5.1 Application and Shortlisting

• Applications are reviewed against essential and desirable criteria.
• Shortlisted candidates are invited for a structured interview and competency assessment.

How we manage this efficiently:

• A structured scoring system ensures fairness and objectivity.
• Applicants who do not meet requirements receive prompt feedback.

5.2 Interview and Assessment

All candidates undergo a structured interview, assessing:

• Technical skills and knowledge of domiciliary care.
• Understanding of safeguarding and person-centred care.
• Problem-solving and critical thinking in care scenarios.
• Values, attitude, and commitment to care work.

How we manage this efficiently:

• Panel interviews include at least two assessors for consistency.
• Scenario-based questions test real-world problem-solving abilities.

5.3 Pre-Employment Checks

Before an offer is made, the following checks must be completed:

• Enhanced DBS check (including barred lists for adults and children).
• Verification of right to work in the UK.
• Reference checks (at least two references, including the most recent employer).
• Verification of Social Care Wales registration (where applicable).

How we manage this efficiently:

• A dedicated compliance team ensures all checks are completed before start dates.
• Electronic tracking systems monitor recruitment progress.

5.4 Induction and Probation

New staff must complete a comprehensive induction programme, covering:

• Person-centred care and dignity in care.
• Safeguarding and whistleblowing procedures.
• Manual handling, infection control, and medication administration.
• Health and safety, lone working, and risk management.

How we manage this efficiently:

• A structured 12-week probation period ensures competency before full employment.
• Mentorship programmes support new staff in adapting to their roles.

6. Staff Retention and Development

6.1 Training and Continuous Professional Development (CPD)

• Staff must complete mandatory training annually.
• Opportunities for CPD are provided, including NVQs, apprenticeships, and leadership training.

How we manage this efficiently:

• Training needs analysis identifies gaps and ensures targeted learning.
• E-learning platforms provide flexibility for staff training.

6.2 Supervision and Appraisal

• Staff receive quarterly supervision meetings.
• Annual performance appraisals ensure career progression and job satisfaction.

How we manage this efficiently:

• Feedback mechanisms allow staff to express concerns and receive support.
• Career pathways are provided to encourage internal promotions.

6.3 Staff Well-Being and Support

• Employee Assistance Programmes (EAP) offer mental health support.
• Flexible working options support staff with family commitments.

How we manage this efficiently:

• Regular well-being check-ins promote a positive work environment.
• Open-door policy encourages staff to seek support from managers.

7. Equal Opportunities and Non-Discrimination

• Equal opportunities principles are upheld in all recruitment and employment decisions.
• All recruitment activities comply with the Equality Act 2010.

How we manage this efficiently:

• Diversity training is provided to hiring managers.
• Anonymous shortlisting helps reduce bias in candidate selection.

8. Related Policies

This policy aligns with:

• Good Governance Policy (DCW04).
• Staff Supervision, Training, and Development Policy (DCW27).
• Staff Conduct and Code of Ethics Policy (DCW28).
• Whistleblowing (Speaking Up) Policy (DCW29).
• Equality, Diversity, and Inclusion Policy (DCW30).

9. Policy Review

This policy will be reviewed annually or sooner if required due to changes in legislation, business needs, or CIW regulations. The Registered Manager and Responsible Individual are responsible for ensuring its accuracy and implementation.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.