thanking you always 

Workforce retention has been a growing problem for organisations across the UK health and social care sector for years and, thanks to the ongoing impact of COVID-19 on the employment landscape, healthcare providers find themselves under extra pressure to make the right hiring decisions. 
 
Time and money spent on recruitment and onboarding, investment in training, and the negative impact on workforce morale and performance have been identified by the Recruitment and Employment Confederation (REC) as the most tangible costs of a bad hire. For organisations operating in the healthcare sector, making the wrong recruitment decision could therefore lead to negative consequences for members of its own care staff, as well as for those receiving care and support. 

Time and Money Spent on Recruitment and Onboarding 

To better understand the impact of a bad hire for a healthcare service provider, we need to first consider the time, money and resources spent in recruiting and onboarding a single employee to an organisation. These short-term costs can add up quickly and include everything from the time spent searching for candidates, to the thorough induction and training processes that are delivered to any new care provider entering the workplace. 
If a healthcare provider invests weeks of time and effort into recruitment and onboarding only to see the new member of staff either resign or fail to perform their job effectively, they have essentially wasted these resources. If this were to happen multiple times per year, the financial impact could be devastating. 
 
Organisations hiring in healthcare are likely to be dealing with high-volume, high-turnover roles, but when time, money and other limited resources are continuously being redirected from healthcare operations and into recruitment, quality of care can begin to fall as a result. 

The Negative Impact on Care Staff Morale and Performance 

One of the other costs associated with making a bad healthcare recruitment decision is the knock-on effect on the rest of the workforce. If a new care provider is performing below expectations, due to either a lack of skills or motivation, this can negatively impact the morale and performance of other care staff. 
When general productivity is down, other care workers are forced to pick up the slack, which in turn leads to workforce burnout. A report by the Health and Social Care Committee examines the effects of workplace burnout across the NHS and social care – as well as impacting the delivery of care, an organisation’s talented care providers are at risk of moving to a more stable environment if workforce burnout isn’t tackled effectively. 

The Right Candidate for the Job 

At Hands-on Healthcare, we understand the sector from both sides and invest the same time and attention with candidates as we do with our care providers. This helps to ensure that we find the right people for the right opportunities. 
As one of the region’s leading recruiters for healthcare providers, we can help you to avoid the cost of making a bad hire. Contact us today to learn more. 
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