The landscape of social care in the UK is undergoing significant transformation, driven by a new government agenda, financial constraints, and pressing social issues such as safeguarding, homelessness, and mental health. As we prepare for this year’s National Children and Adults Services Conference (NCASC 2024), recruitment challenges in social care are multifaceted. Addressing these issues requires a collaborative effort from all stakeholders—government agencies, local authorities, care providers, and service users. Something that was highlighted in our recent interview with ADASS President Melanie Williams. She shared her insights on the future of the sector, highlighting how the integration of co-production, improved transitions for care-experienced individuals, safeguarding vulnerable populations, and enhanced workforce planning can all contribute to a brighter future for social care. As we approach NCASC24, we are looking at these challenges and why recruitment is so important.
Political and Financial Context
The new Labour Government brings with it new policies for social care. The recent budget offered extra funding for local government to the sum of £1.3 billion, with £600m earmarked specifically for adult social care, which is a significant step forward.
Some additional funding is going towards Special Educational Needs and Disabilities (SEND), with a further plan to reform SEND and children’s services. Along with this, it is hoped that health funding will involve closer working with social care. Considering this, making sure that these reforms are implemented quickly and sensibly will be especially important for the sector. The extra money will only plug a short-term gap and without the reforms, we will just be in the same position of councils needing more money as demand inevitably grows.
The priorities of the new Government have been made clear: NHS and health. This could provide a further opportunity for the link between health, ICBs and social care to collaborate further, each helping to relieve the pressure from the other. Collaboration across these areas is not a new idea, but in a time where the financial constraints are so big, and the Government has made clear who will get the bulk of the attention, it might create further impetus for the integration with health. We have already seen leaders make the move across sectors and the evidence has shown that leaders with this experience bring diversity and innovation.
Alongside this, recruitment of skilled, experienced professionals is an ongoing issue as councils work to provide essential services in a tight financial environment, with the vision to make sure they are futureproofing services for the demands to come. As reforms come, what is equally important is having an agile workforce who can adapt quickly to make sure we can get the best out of the sector and work for the needs of current and future residents.
Workforce Planning and Succession
A robust workforce strategy is essential for the sector to ensure we are ready for current and future demands. The need to set clear goals and pathways for recruitment, development, and retention has never been so important. A well-defined strategy creates a foundation for delivering high-quality, responsive services.
With rising challenges such as safeguarding, homelessness, and mental health crisis, a strategic approach to building teams that can adapt and respond to these complex needs is essential. At Penna’s recent Local Government Association dinner, we heard from the Care Leavers Covenant about some of the amazing work that so many Local Authorities are already doing with their care leavers to improve the level of support post-18. Co-producing like this with care-experienced individuals, presents a valuable path forward, helping to create a resilient and reflective workforce better equipped to meet these demands. It is also becoming clear, having heard from the Care Leavers Covenant, that people who have experienced care as children are increasingly exploring it as a career option for the future with a view to providing the support that they recognise to make a big difference in people’s lives.
In addition, for recruitment processes incorporating those with firsthand experience speaks to a more inclusive, knowledge based enhanced recruitment and service delivery. As leaders in the sector strive to attract and retain talent amidst burnout and competing industry demands, targeted training and mentorship programs are crucial. These initiatives will prepare the workforce to flexibly adapt to evolving service needs, ensuring teams are well-prepared to protect and support vulnerable populations effectively.
Conclusion
We recognise that we are at a crucial time in Social Care, and we always want to hear voices and opinions about what needs to be done in the sector to build a resilient workforce – it is something we work hard to facilitate by providing talent that can handle these challenges.
We will be at NCASC24, so come and find us; we look forward to discussing these vital issues with you further.
Amin Aziz and Zeynep Livatyali-Esen are Senior Consultants at Penna, Executive Search and Executive Interim. If you’re interested to find out how our team can help, then contact us at info@penna.com.
Amin Aziz – Senior Consultant, Executive Search
LinkedIn: Amin Aziz
Email: Amin.Aziz@Penna.com
Zeynep Livatyali-Esen – Senior Consultant, Executive Interim
LinkedIn: Zeynep Livatyali-Esen
Email: Zeynep.Esen@Penna.com