CHW26-Recruitment, Selection, and Retention Policy

Registration Number: {{org_field_registration_no}}

Recruitment, Selection, and Retention Policy

1. Purpose

This policy outlines the approach taken by {{org_field_name}} to ensure a robust, fair, and legally compliant recruitment, selection, and retention process. It is designed to attract and retain high-quality staff who are suitably skilled, competent, and dedicated to providing the highest standards of care in accordance with the Regulation and Inspection of Social Care (Wales) Act 2016 and The Regulated Services (Service Providers and Responsible Individuals) (Wales) Regulations 2017. The policy promotes fairness, equality, and compliance with CIW regulations.

2. Scope

This policy applies to all roles within {{org_field_name}}, including but not limited to care staff, management, administrative roles, domestic and maintenance staff, and external contractors engaged in regulated activity. It ensures that only those individuals who are fit and proper persons as per CIW requirements are employed. This policy also applies to those involved in the hiring and management of employees, ensuring they adhere to ethical and regulatory standards.

3. Recruitment Process

Job Design and Advertisement Before advertising any position, the organisation will conduct a comprehensive job analysis to ensure the role requirements align with the needs of the service and residents. Job descriptions and person specifications will clearly outline key responsibilities, qualifications, and expected competencies. Job advertisements will be widely accessible and will promote equality, diversity, and inclusion. All job postings will comply with the Equality Act 2010, ensuring fair and non-discriminatory recruitment practices.

Application and Shortlisting All applicants will be required to complete a structured application form that ensures consistency in evaluating candidates. Applications will be assessed against pre-defined criteria outlined in the job description and person specification. A fair and transparent shortlisting process will be used, and candidates will be notified of their application status within a reasonable timeframe.

Interview and Selection Candidates who meet the shortlisting criteria will be invited to participate in a structured interview process. The interview panel will consist of at least one senior staff member trained in best recruitment practices. Competency-based questions, scenario-based assessments, and role-specific evaluations may be used to assess the applicant’s suitability. For certain roles, practical assessments or group discussions may be included. The selection process will be documented to ensure transparency and fairness.

Pre-Employment Checks To comply with CIW standards, the following checks will be undertaken before any job offer is made:

Enhanced Disclosure and Barring Service (DBS) check: Ensuring suitability for working with vulnerable adults.
Right to work verification: Checking identity and eligibility to work in the UK.
Reference checks: At least two references, one of which must be from the most recent employer.
Health declaration: Ensuring the candidate is physically and mentally fit for the role.
Qualification and training verification: Confirming relevant qualifications are held and valid.
Registration with Social Care Wales (if required for the role).

A formal job offer will only be extended once all pre-employment checks are satisfactorily completed.

4. Induction and Training

All new employees will undergo a structured induction programme to ensure they are fully prepared for their role. This will include:

A comprehensive introduction to {{org_field_name}} values, policies, and procedures.
Mandatory training in safeguarding, infection control, fire safety, manual handling, and data protection.
Shadowing experienced staff members to understand care practices and resident needs.
Understanding regulatory compliance, including RISCA 2016 and CIW expectations.
Continuous feedback and monitoring during the probation period to ensure alignment with organisational values.

5. Retention and Staff Support

Retention of skilled staff is a priority to maintain high-quality care and service continuity. The following strategies will be implemented to ensure staff satisfaction and engagement:

Ongoing training and development: Opportunities for professional growth and career progression within the organisation.
Supervision and performance reviews: Regular one-to-one meetings with line managers to discuss goals, performance, and support needs.
Recognition and reward schemes: Incentives and awards to acknowledge staff dedication and excellence.
Work-life balance initiatives: Consideration of flexible working arrangements where possible.
Well-being and mental health support: Access to counselling and employee assistance programmes.
Open-door management approach: Encouraging staff to raise concerns, share ideas, and provide feedback.

6. Managing Turnover and Exit Interviews

Staff turnover will be monitored and analysed to identify trends and inform retention strategies. Exit interviews will be conducted with departing employees to gain insights into their experience and identify potential areas for improvement. Feedback from these interviews will be reviewed by senior management and used to refine retention policies and workplace improvements.

7. Compliance and Monitoring

The Registered Manager will be responsible for ensuring compliance with recruitment and retention policies. Regular audits will be conducted to assess adherence to this policy, and recruitment records will be maintained in accordance with GDPR requirements. Any identified breaches of compliance will be addressed with appropriate action to ensure continuous improvement in recruitment and staff management.

8. Related Policies

This policy should be read alongside the following policies:

CHW02 – Fit and Proper Persons: Employed Staff Policy
CHW03 – Requirements for Registered Managers Policy
CHW16 – Health and Safety at Work Policy
CHW27 – Staff Supervision, Training, and Development Policy
CHW30 – Equality, Diversity, and Inclusion Policy
CHW36 – Initial Assessment and Care Planning Policy

9. Policy Review

This policy will be reviewed annually or sooner if required due to changes in legislation, CIW requirements, or organisational needs. Amendments will be made where necessary to ensure compliance with best practices and regulatory updates.

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.