Recruiting someone with the right qualifications and experience is important, but these alone do not always tell you how well a person will suit a particular care home. Two candidates may have similar backgrounds on paper, yet bring very different approaches to communication, teamwork and the day-to-day responsibilities of the role.
For care home managers, the question is not simply whether someone can do the job. It is whether they have the right combination of skills, experience and personal qualities for the people they will support and the team they will join.
It depends on the setting
Every care home has its own character. The needs of residents, the level of support required and the routines of the service all influence what staff need to bring to a role.
A home supporting people living with dementia, for example, may place particular importance on a staff member’s ability to communicate patiently, recognise changes in behaviour and respond calmly when someone becomes distressed. In another setting, supporting residents to maintain independence may mean looking for someone who knows when to offer help and when to give a person the time and space to do something for themselves.
This is why a job description can only tell part of the story. Understanding what the role involves in practice helps identify which skills and behaviours are most important, rather than relying on a general idea of what makes a good care worker.
Experience matters, but it isn’t the whole picture
Previous experience can give candidates a useful foundation, particularly where a role requires specific knowledge or the ability to support people with complex needs. However, the length of someone’s CV does not necessarily tell you how they will approach the work.
Someone who is newer to care may bring transferable skills from another job, volunteering or other life experiences. They may have experience of working as part of a team, communicating with people from different backgrounds or remaining dependable when circumstances change. These qualities can provide a strong starting point, provided the person also meets the role’s essential requirements and receives the training and support they need.
The important distinction is between what someone already knows and what they can reasonably learn. Skills and experience should be assessed against the actual responsibilities of the position, with appropriate checks and training in place. Personal qualities can be just as relevant, but they do not replace the competence required to provide safe care.
Look beyond the interview
An interview can help reveal a candidate’s motivations and values, but it is not always easy to understand how someone will respond to the realities of a role from conversation alone.
Discussing realistic situations can provide a fuller picture. How might a candidate respond if a resident refuses support? What would they do if they noticed a change in someone’s usual behaviour? How would they approach a disagreement with a colleague about the best way to support someone?
There is rarely one perfect answer to every scenario. What matters is how the candidate thinks through the situation, recognises their responsibilities and understands when to seek advice. These conversations can also highlight where further training or development may be needed.
Skills for Care’s guidance on values-based recruitment recommends using a range of assessment methods to understand candidates’ values and behaviours, rather than relying solely on qualifications or interview performance.
How will they work with the existing team?
A new member of staff joins a team that already has its own ways of communicating, sharing information and organising the working day. How that person works with colleagues can influence how smoothly they settle into the role.
Reliability, willingness to learn and being comfortable asking questions are all valuable. So is understanding that care is a shared responsibility. Staff need to communicate clearly, pass on relevant information and recognise when something needs to be raised with a colleague or manager.
This does not mean recruiting people who all have the same personality or working style. Different perspectives and experiences can strengthen a team. The aim is to find people who can work constructively with others and uphold the standards expected in the service.
It is also worth remembering that suitability works both ways. Candidates need a realistic understanding of the role, including its responsibilities, working patterns and demands, so they can decide whether it is right for them. Being clear about these expectations from the outset can help both the employer and the new starter make a more informed decision.
The right fit still needs the right support
Recruitment does not end when someone accepts an offer. Even a well-matched candidate needs time to understand the people they will support, the home’s procedures and the expectations of their role.
A thoughtful induction, relevant training and opportunities to ask questions help turn a candidate’s existing strengths into effective practice. Regular supervision can also identify where someone is settling in well and where additional guidance would be useful.
For temporary staff, this is particularly important. They may have the necessary experience and training, but they still need clear information about the service, the people they are supporting and the expectations for their shift. Familiarity with one care setting does not automatically mean someone knows the routines and requirements of another.
At Halo Staffing, matching staff to the requirements of a role is an important part of providing support to care services. The aim is to consider what the service needs, while recognising that clear communication and a proper introduction to the setting remain important when staff arrive.
Ultimately, the right person is not always the candidate with the most experience or the most impressive interview. It is the person whose skills, approach and ability to learn match the needs of the role, and who can be supported to contribute positively to the home and its residents.
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