Joe Desmond, Managing Director of Recruit2Care, outlines the growing importance of upskilling and internal promotion in social care to meet rising demands and create clear career pathways.
As the demand for quality social care continues to rise, companies within the sector are making sure they are clearing paths for progression by prioritising upskilling and promoting from within.
This inward-focused approach not only attracts new talent but also fosters loyalty from existing team members whilst enhancing overall service delivery. For many individuals either entering or already working in the care sector, knowing there is a clear path for progression is a significant motivator.
To join an organisation as a care assistant with the potential to work towards being a senior care assistant, deputy manager and manager is significant. Moreover, the opportunity to transition into ancillary and more specialised roles—like dementia care specialist or palliative care coordinator—adds another layer of appeal.
“Career progression is a major draw for people considering a role in social care,” says Joe Desmond, Managing Director at Recruit2Care. “When individuals see that they can grow within a company willing to invest in them they are more likely to commit long-term.”
Recruit2Care is collaborating with several forward-thinking companies that not only emphasise but invest in the importance of obtaining the Health and Social Care Level 3 Diploma. This occupational certification supports learners in their roles or in their career progression towards senior positions and specialised roles.
One positive example of this is in the use of digital care records. Now widely adopted to streamline administrative tasks, maintain continuity of care between day and night teams, and deliver person-centred care, advanced learning equips carers with the necessary skills to effectively utilise these digital tools. Additionally, technological interventions such as Virtual Reality (VR) are being used to deliver better dementia care, offering immersive experiences that enhance both patient outcomes and caregiver training. By integrating these advanced technologies, care workers are not only improving the quality of care but also increasing their own proficiency and confidence in handling complex care scenarios. This blend of formal qualification and digital competency fosters a more adaptable and skilled workforce, capable of meeting the evolving demands of the social care sector.
Not all companies are willing to invest in their employees’ education and training. However, for those that do support their staff in learning and career development the benefits are huge explains Joe; “Employers see increased loyalty, higher commitment levels, and most importantly, improved service delivery as carers gain confidence and enhanced skills and knowledge.”
As the social care sector continues to evolve, the emphasis on internal recruitment and upskilling is likely to grow. Organisations that recognise the value of their existing workforce and invest in their development are sure to be an appealing for those looking to work in the sector.
recruit2care.co.uk