1. Using a collaborative approach to address a common issue THE VOLUNTARY SECTOR RECRUITMENT WORKING GROUP
Katherine Wainwright- Head of Human Resources-
Turning Point Scotland
CCPS

2. STATISTICS- reCRUITMENT
28% Scottish Social Services workforce 2017
58% increased their expenditure allocated to recruitment in the last year
89% found it very or quite difficult to recruit for frontline support staff
68% highlighted problems recruiting staff in specific local authority areas (Highlands, followed by Aberdeen, Edinburgh and Glasgow).
99% of HR Managers are utterly exhausted by the endless pressure of frontline recruitment

3. IMPACT
Current provision
Future provision
Growth
Hidden costs
People

4. We took a decision to address it THROUGH
Macro thinking- root causes, connecting dots, longer term, disruptive trends
Getting rid of assumptions
Recognising ‘the usual way of doing it’ & our best practice models
Seeing change as possible & us as owners of the issue
Common exploration- concepts- example ‘consumer focus’
Looking at possible solutions and ideas before the barriers
Genuinely collaboration
29 organisations estimated joint turnover of c.£600 million and c.24,000 employees

5. ProjectS Pilot- employability with mentor
Evidence base, evidence gathering and recording
Recruitment brief- joint sector
Learning from other sectors- 3 workshops
Confident and leading change- optimistic, challenging dialogue
Building relationships strategically and identifying opportunities
Make recommendations- new sector plan drafted, resources

6. Reported reasons for difficulties
74% the issue of pay
Applicants lacking skills
Quality of applications
‘Too few applicants’
Local competitors
“Pay and the shortage in applicants are likely related as the offered wages may prevent people from applying”

7. UNDERLYING Reasons for difficulties
Communication and influence
Knowledge of the sector- confusion
Job opportunities
Career pathways and advice
Personally challenging
Celebrating human qualities versus skills
Gender and age segregation
Pride and belonging
Value
Cars
Shifts
Flexibility/family commitments

8. Big picture Inequality in statutory service provision
Assumption that roles are ‘basic’ unskilled jobs and that unemployed poorly qualified people will take the posts
Lack of understanding of the role and relationships (Skills-Based Immigration System white paper 2018)

9. Plan- Actions Governance & funding
Stimulate change- processes and approach
Working Groups to progress problem areas: application forms and references
Challenge barriers that do not add true value
Communicate and influence the image of the work and sector
More notice of children, young people and their parents/families
Identify career pathways, role models and examples
De-gender our communications and provide an active invitation to under represented groups
Create a mechanism for bringing young people in
Use digital solutions to enable collaborative strategic actions such as website and social media

10. Outcomes measured
Increasing the number of applications being received by the participating organisations
Widen the range of applications being received by organisations
Reducing the number of hard to fill vacancies in organisations

11. #BecauseScotlandCares
#ScotlandCaresTogether
“Care changes lives”
“Be an inspiration and make a difference”