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Recruitment, Selection, and Retention Policy

1. Purpose

The purpose of this policy is to ensure that our care home recruits, selects, and retains competent, compassionate, and qualified staff who can provide high-quality, person-centred care in compliance with Regulation 19 of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014​.

Our organisation recognises that the quality of care provided is directly linked to the quality of staff employed. Therefore, we are committed to:

• Recruiting individuals who are fit and proper for their roles.
• Selecting staff through a fair, transparent, and legally compliant process.
• Retaining staff by creating a positive working environment, supporting professional development, and ensuring job satisfaction.

This policy ensures compliance with CQC’s fundamental standards, safeguarding against the risks associated with employing unsuitable or unqualified individuals.

2. Scope

This policy applies to:

• All staff employed by the care home, including care workers, nurses, administrative personnel, and support staff.
• Agency workers, temporary staff, and volunteers, ensuring they meet the same rigorous recruitment and vetting standards.
• Recruitment agencies and external hiring partners, ensuring compliance with legal and regulatory requirements.

This policy covers all aspects of recruitment, selection, onboarding, induction, ongoing retention, and staff well-being.

3. Related Policies

This policy aligns with the following key policies:

• CH02 – Fit and Proper Persons: Employed Staff Policy, ensuring compliance with legal requirements.
• CH04 – Good Governance Policy, promoting leadership and accountability in staff management.
• CH16 – Health and Safety at Work Policy, ensuring safe working conditions.
• CH27 – Staff Supervision, Training, and Development Policy, supporting ongoing professional growth.
• CH29 – Whistleblowing (Speaking Up) Policy, protecting staff who raise concerns.
• CH30 – Equality, Diversity, and Inclusion Policy, ensuring fairness in recruitment and retention.

4. Policy Statement

Our organisation is committed to employing only fit and proper individuals who meet the highest standards of professional competence, integrity, and compassion. We ensure that:

• Recruitment processes are fair, transparent, and non-discriminatory.
• Robust pre-employment checks are conducted, including Disclosure and Barring Service (DBS) checks, right-to-work verification, and qualification validation.
• Staff receive a structured induction, training, and supervision to excel in their roles.
• We implement staff retention strategies to reduce turnover and maintain a stable, skilled workforce.

5. Implementation – How We Manage Recruitment, Selection, and Retention Efficiently

5.1 Workforce Planning

Before recruiting, we conduct a workforce needs analysis to:

• Assess staffing levels and ensure compliance with CQC regulations on safe staffing.
• Identify gaps in skills and experience.
• Plan for future workforce requirements, considering staff retirement, promotions, and service expansion.

We ensure sufficient staff-to-service-user ratios, maintaining compliance with Regulation 18 – Staffing.

5.2 Recruitment Process

We follow a structured and compliant recruitment process to ensure that only the most suitable candidates are hired.

Job Advertisements and Candidate Attraction

• Job descriptions and advertisements are clear, inclusive, and reflective of the required qualifications, experience, and personal attributes.
• We advertise through multiple platforms, including online job boards, professional networks, and partnerships with training providers.
• We actively promote diversity in recruitment, ensuring equal opportunities for all applicants.

Application and Shortlisting

• Applications are reviewed objectively, assessing candidates based on qualifications, experience, and alignment with our values.
• Shortlisted candidates undergo a structured interview process, ensuring fairness and consistency.

Interview and Selection

• Interviews are competency-based, assessing:
  • Clinical knowledge (if applicable)
  • Understanding of person-centred care
  • Commitment to safeguarding and dignity in care
  • Communication and teamwork skills
  • Problem-solving abilities
• A panel of trained interviewers ensures that candidates meet CQC’s fundamental standards.

Pre-Employment Checks

All selected candidates must undergo thorough pre-employment vetting, including:

• Enhanced DBS Checks to identify any criminal convictions that could pose a risk to individuals receiving care.
• Right to Work Verification, ensuring compliance with immigration laws.
• Qualification and Training Verification, confirming that candidates hold legally required certifications.
• Professional Reference Checks, validating employment history and character.

Candidates who fail to meet these requirements will not be employed.

5.3 Onboarding and Induction

Once a candidate is successfully recruited, we ensure a structured onboarding process, including:

• A comprehensive induction programme, covering:
  • Person-centred care principles.
  • Safeguarding adults and children.
  • Infection control and health & safety.
  • Fire safety and emergency procedures.
• Shadowing experienced staff, allowing new employees to gain hands-on experience before working independently.
• Mandatory training completion before staff take on direct care responsibilities.

The Registered Manager oversees all inductions, ensuring that new staff feel confident and competent in their roles.

5.4 Staff Retention and Well-being

Retaining skilled staff is a priority for ensuring continuity of care and high-quality service delivery. Our retention strategies include:

Ongoing Training and Professional Development

• Regular training refreshers, ensuring staff maintain up-to-date knowledge.
• Career progression opportunities, including promotions, leadership training, and specialisation courses.
• Mentorship programmes, supporting new employees and fostering career growth.

Staff Well-being and Engagement

• Regular one-to-one supervision and appraisals, addressing concerns and setting career goals.
• Well-being initiatives, such as mental health support and stress management workshops.
• Flexible working arrangements, supporting work-life balance.
• Recognition and reward programmes, acknowledging staff achievements.

Reducing Staff Turnover

• Conducting exit interviews to understand reasons for staff departures and improve retention strategies.
• Addressing common concerns, such as workload management, professional development, and workplace culture.
• Encouraging an open-door policy, where staff feel valued, supported, and heard.

5.5 Compliance with CQC and Employment Regulations

To maintain compliance with Regulation 19 – Fit and Proper Persons Employed, we ensure:

• All recruitment and selection procedures are documented and auditable.
• Employment contracts clearly define roles, responsibilities, and professional expectations.
• Policies are updated in line with CQC and employment law changes.

We also comply with:

• Regulation 18 – Staffing, ensuring adequate staff levels.
• Equality Act 2010, preventing discrimination in recruitment.
• General Data Protection Regulation (GDPR), ensuring secure handling of candidate data.

6. Monitoring and Review

This policy is reviewed annually, or sooner if:

• Employment laws or CQC regulations change.
• Recruitment challenges or workforce trends highlight the need for updates.
• Feedback from staff or service users suggests improvements.

The Registered Manager is responsible for ensuring full compliance with this policy.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
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