The goal of this project was to support a children’s residential service with their recruitment challenges and to reduce high staff turnover. The service was struggling to attract and retain suitable candidates, and we were brought in to help find a sustainable, long-term solution.

To address their recruitment challenges, we broadened the criteria to include candidates with transferable skills and a passion for working with children. This widened the talent pool and improved retention by focusing on values alignment and long-term potential. We collaborated closely with the organisation, refining job specs and sourcing strategies, and conducted regular check-ins. Tools included inclusive job descriptions, targeted outreach beyond residential care, thorough candidate screening, and ongoing feedback to refine the process.

• The organisation faced chronic understaffing due to strict hiring criteria, only considering candidates with Level 3 qualifications and residential experience. This limited their talent pool and resulted in few applications, even from external agencies.
• Those hired often left quickly, seeking higher pay or senior roles, causing high turnover. The lack of flexibility in spotting potential meant they couldn’t build a consistent, values-led team.
• This placed strain on staff, led to burnout, and created instability for the children in their care.
• Despite previous recruitment attempts, the same challenges persisted until they reassessed their approach to hiring and candidate potential.