Skills for Care has released its latest report on the size and structure of the adult social care sector and workforce in England.

The headline?
Vacancy rates have returned to pre-Covid levels, and turnover has fallen to 24.7%.

On the surface, this looks like positive progress – and it is. But we can’t afford to get complacent.

Despite these improvements, there are still 110,000 live vacancies in the sector today. And looking ahead, projections suggest we’ll need to fill nearly 470,000 additional posts by 2040 to keep pace with demand.

The challenge we face now isn’t just about filling vacancies. It’s about getting domestic recruitment right and doing it in a way that builds a stronger, more sustainable workforce for the long term.

Here’s what that looks like:

Hiring for values, not just experience

We know values-based recruitment leads to better outcomes in social care. By focusing on the attitudes, motivations and personal values that align with high-quality care delivery, we can identify people who are more likely to thrive and stay in the sector.

Creating a better candidate and employee experience

From the very first interaction, candidates should feel respected and informed. Transparent processes, timely communication and a positive onboarding experience can make a lasting difference in how new starters view their employer – and whether they stay.

Skilled and empathetic managers

Great managers don’t just manage. They coach, support and inspire. Investing in leadership development and making sure frontline managers have the tools and time to support their teams is key to improving day-to-day experiences and reducing turnover.

Showcasing career routes and development opportunities

Progression doesn’t have to mean becoming a manager. It might mean developing a specialism, gaining new skills, or taking on more responsibility in a role they love. By clearly signposting the different paths available and supporting people to take them if they want to, we can help care professionals see a future in the sector, not just a job.

Focusing on retention as much as recruitment

Hiring alone won’t solve the problem if people continue to leave. A sustained focus on listening to staff, acting on feedback, and building inclusive, supportive workplaces is what will make people feel valued and more likely to stay for the long haul.

When people join social care, they need to feel valued from day one. That’s how we build loyalty, stability, and better outcomes for the people we support.

We’ve made progress. Now let’s use this momentum to reshape how we attract, support, and retain the right people in social care.

The opportunity is here. Let’s not waste it.

Image Credit: Skills for Care