Claire Callaghan, Registered Manager and Director, Bowfell House
What we did:
We set a target this year to reduce our turnover within the first 13 weeks of employment by strengthening our induction process and new-starter training.
Why we did it:
Recruitment is costly and disruptive for everyone, so we wanted to be getting it right first time.
How we did it:
It started with the recruitment process and getting the right people in from the start. We reintroduced face-to-face interviews, which includes a follow-up session with successful candidates where they spend time with our staff and the people we support, who each then provide us with their feedback on the candidate and how they engaged. We take a very values-based approach to recruitment, to make sure people are the right fit. Once in the role each new starter has a mentor to help them settle in professionally and personally. They also have regular supervisions with their line manager and an appraisal at the end of the probation period.
From Sept 20–Sept 21 we had 14 people who left the organisation within their probationary contract. This year we had 0.