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The leading mentors in care recruitment and retention. Save time, hire more staff and grow.

06/10/2026

💜 Most care providers can tell you how many people left last quarter.

Very few can tell you why.

A simple habit changes that: give every leaver one main reason, from a short fixed list:

✅ Manager or team
✅ Rota or hours
✅ Pay or payslip issues
✅ Career move
✅ Personal or relocation

Then look at it every quarter.

In the example above, rota problems were the biggest reason for two quarters running.

After fixing how rotas were published and swapped, leavers fell from 14 to 8.

Some reasons you can't control, like people moving house.

Many you can.

But only if you can see them.

💬 I help care providers attract, recruit and retain their staff.

If you'd like a free review of how your organisation keeps its people, send me a message.

02/10/2026

Thank you to Luke and Ann-Marie from Home Instead York for their kind words 🥰

30/09/2026

Thank you for the lovely review Louise Patterson.

The process only works if the care provider is willing to implement the best processes.

Radfield Home Care (UK)
Radfield Home Care Franchising
Denys Hall Dave Bellis
James Filkins

29/09/2026

💜 Most care organisations only ask staff what they think when they're already leaving.

By then its too late.

A stay interview is a short, informal conversation with someone you want to keep, asking what keeps them, and what might make them go.

Five questions I recommend (I did this when I was a HR Manager in care):

1️⃣ What do you look forward to when you come to work?

2️⃣ Has anything nearly made you leave? What was it?

3️⃣ What one thing would make your job easier?

4️⃣ Do you feel recognised for what you do? How do you like to be thanked?

5️⃣ Where do you want to be in two years?

Then the important part: act on at least one thing they say, and tell them you did.

Twenty minutes, twice a year. Its the cheapest retention tool in care.

📅 Want help putting this into practice? Book a free 30-minute call: https://lnkd.in/ekSwMeVP

28/09/2026

💜 Every care provider I speak to wants to recruit more people. Far fewer ask why the people they've already hired are leaving.

When you listen to care workers who've left, the same six reasons come up again and again:

1️⃣ Their manager
2️⃣ The rota
3️⃣ Feeling invisible
4️⃣ Pay problems
5️⃣ A shaky start
6️⃣ Nowhere to grow

Notice what's missing? "I didn't like the work."
Most care workers love the people they support. They leave because of how the job around the care is managed.

Over the next few posts I'll share practical fixes for each one. None of them need a big budget.

Which of these do you see most in your organisation?

💬 I help care providers attract, recruit and retain their staff. If you'd like a free review of how your organisation keeps its people, send me a message.

08/09/2026

🚨 If you’re recruiting care staff on Indeed, stop waiting for candidates to find YOU.

This is one of the biggest mistakes I see care providers making.

They post a vacancy.

They wait.

A few applications come in.

Most aren’t suitable.

So they increase the budget.

And wait some more. 🤦‍♂️

But what if the best candidate for your vacancy isn’t looking for a job?

They might already be working for another care provider.

They might be perfectly happy where they are.

But they could be tempted by:

💰 Better pay
⏰ Better hours
📍 A shorter commute
👩‍💼 A better manager
❤️ A better employer

This is where ‘Indeed Premium’ gets interesting.

One of the features included in Premium is Matched Candidates 🔎

Instead of simply putting your advert in front of people and hoping they apply, Indeed can identify candidates whose profiles match your vacancy.

You can then invite them to apply.

For example, a Care Assistant search could potentially show:

👉 1,589 matched candidates
👉 30 invitations per day
👉 Candidates are 24x more likely to apply when invited
👉 Matches are likely to apply within 6–8 hours

Think about what that means.

You’re no longer just advertising a job.

You’re actively finding people.

And there’s something else I really like about this.

Imagine being a candidate and receiving:

“We’ve looked at your profile and think you’d be a great fit for this role.”

That’s very different from:

“Here’s another job advert. Apply if you want.”

People want to feel wanted.

Especially in care.

So perhaps the question shouldn’t be:

❌ “How do we get more people to apply?”

It should be:

✅ “Who are the people we actually want to hire - and how do we get in front of them?”

Recruitment needs to become more proactive.

Stop waiting for great care candidates to find you.

Go and find them. 🚀

If you’re a care provider using Indeed, are you using Matched Candidates?

I’d love to hear what results you’re getting.

14/07/2026

“How much should we spend on Indeed?”

13/07/2026

One of the simplest ways to improve care recruitment often gets overlooked…

…. responding to candidates quickly!

When someone applies for a care role, they’re showing interest in your service and taking a positive step towards joining your team.

But in today’s market, waiting several days to make contact can mean losing a great candidate to another provider.

A quick call, email, or message can make a huge difference.

It shows candidates they’re valued, keeps them engaged, and helps build a stronger first impression of your organisation.

Improving response time isn’t about rushing recruitment. It’s about being organised, proactive, and respectful of the people applying to care for others.

In care recruitment, speed and communication matter. Sometimes the provider who responds first is the one who secures the best candidate.

How quickly does your team contact new applicants?

Do you track this?

Do you know how important it is?

15/06/2026

Over 85% of Registered Managers would “prefer not to manage job boards.”

But they are.

Over 90% of Registered Managers said that they’re “aware that no show rates to interviews could be down to not contacting candidates fast enough.”

But they don’t have time to do this.

Want help?

Listen here 👇👇

05/06/2026

🚨 Is agency staff dependency costing the care sector more than money? 🚨

Agency workers have their place for emergencies and short-term cover.

But when they’re your long-term staffing solution, the costs quickly add up.

💷 Higher staffing costs
😕 Permanent staff feeling overlooked and demotivated
🔄 Less consistency for the people receiving care
📉 A weaker team culture

Many providers are spending thousands on agency shifts whilst struggling to invest in the recruitment, development and retention of their own teams.

The question isn’t whether agencies have a place.

It’s whether we’ve become too dependent on them.

👇 Has agency usage become one of the biggest challenges facing the care sector today?

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