The social care sector continues to face mounting pressures, from rising costs related to wages and ENI contributions to major changes in labour restrictions. As the tide turns on overseas recruitment, the sector must anchor its efforts in building and retaining strong local talent. While the challenges are real, domestic recruitment remains not only viable – but also vital – for long-term workforce stability. That’s why it has always – and continues to be our focus.

Domestic recruitment delivers excellent outcomes when approached strategically. What’s clear is that candidates are not just looking for a job – they’re seeking meaningful work, personal growth, and a supportive environment.

Our data shows that applicants are increasingly valuing job satisfaction and professional development – in some cases even more so than greater flexibility. Many people in our communities have prior experience in care or a personal connection to it, offering us a pool of passionate and aligned individuals waiting to be engaged the right way.

However, we’ve also seen that retention is where the true challenge lies. Too often, new starters report feeling unsupported during their early weeks. Those who thrive tend to have frequent, quality interactions with their managers and a clear sense of development from the outset. On the other hand, those who leave early often cite poor management relationships and unmet expectations, not pay, as their main reasons for leaving.

This reinforces a critical point: successful domestic recruitment is not just about attraction. It’s about creating an environment that nurtures, supports, and retains good people. With a more intentional and strategic approach, providers can still build robust, committed teams from the local workforce.

Key Recommendations to Strengthen Domestic Recruitment

Engage With Your Local Community
Tap into local networks, community groups, education connections, and volunteer groups. Hosting open days, participating in local events, and showcasing career paths in care can boost awareness and build a local talent pipeline. Authentic visibility builds trust – and trust leads to applicants who already feel connected to your service.

Be Proactive in Sourcing Passive Candidates
Don’t wait for the right candidates to come to you. Leverage social media, employee referrals, and job board sourcing tools to reach those who aren’t actively job hunting but may be open to a new opportunity. Those with experience of caring responsibilities are waiting to be wooed. Look beyond job applications – source candidates who have registered their CV online – reach out, start conversations, and build relationships over time.

Move Quickly and Communicate Well
Speed and engagement make a real difference. A prompt, well-structured process with consistent communication gives candidates confidence in your organisation. Long delays or a lack of feedback can cause great candidates to disengage or accept offers elsewhere. Interviewing availability held back until next week? It’s too long a wait.

Use a Psychometric Tool Built for Care
Incorporating a values-based psychometric assessment tailored to the care sector can help identify candidates whose personalities and motivations align with the realities of the role. This improves both hiring accuracy and long-term fit, ultimately supporting better retention.

Invest in Retention From Day One
Retention begins from day one. Ensure access to buddies and mentors, schedule regular check-ins, and create clear development plans early. Ensuring your team members feel supported and appreciated in their first few months can significantly reduce early attrition and improve long-term engagement.

You Might Have the Expertise – But Do You Have the Capacity?
Many care organisations know what good recruitment looks like – but simply don’t have the time or resources to execute it fully. Partnering with a specialist can provide strategic support when you need it – and step away when you’ve got it covered. It’s a tactical way to free up your internal team to allow them to focus and deliver results elsewhere, and ensure consistency and quality across all aspects of the hiring process.

Believe us when we say this: domestic recruitment remains a powerful, sustainable solution – when done right. By engaging locally, acting quickly, supporting new starters, and using the right tools, providers can build stronger, more stable teams.

Whether you have in-house expertise or need external support, partnering with a specialist can help you recruit more strategically, more effectively – and often at a lower cost.

Don’t give up on domestic recruitment. The right people are closer than you think.