The adult social care sector is bleeding carers, with over 150,000 vacant roles and turnover rates that are staggering. Care providers are fighting tooth and nail to keep services running, yet so many are tripping over the same hiring mistakes. These aren’t just small missteps—they’re costing you time, money, and the ability to care for your service users properly.
We speak to hundreds of care providers and we see the heartbreak behind every desperate job post: ‘We can’t find anyone.’ ‘They left after two weeks.’ ‘I don’t have time to recruit properly.’ Sound familiar?
Here are the top 5 hiring mistakes care providers make—and practical ways to fix them. Because you deserve a team as dedicated as you are.
Vague, Generic Job Descriptions
You’re not hiring a ‘care worker.’ You’re hiring someone to be an emotional anchor, a medication expert, a compassionate listener, and a CQC compliance champion. So why do so many job ads read like a copy-paste from 1995? Vague descriptions like ‘care assistant needed, must be reliable’ don’t cut it. They don’t attract the right people, and they don’t show candidates why your role matters.
How to Fix It:
· Be Specific and Human. Write job descriptions that reflect the reality of the role. Mention the skills (e.g., dementia care, complex needs support) and the heart (e.g., patience, empathy) you need.
· Sell the Purpose. Highlight why the role matters—how they’ll change lives. For example: ‘You’ll help people like Mary live with dignity, sharing a laugh over tea while ensuring her safety.’
· Include Growth Opportunities. Mention training, career progression, or certifications. Show candidates this isn’t a dead-end job.
· Keep It Clear. Use bullet points for must-haves (e.g., DBS check, availability) and nice-to-haves (e.g., experience with specific conditions).
Skimping on Candidate Screening
Care providers are stretched thin, so it’s tempting to hire the first person who seems ‘good enough.’ But rushing screening leads to mismatched hires who quit—or worse, compromise care quality.
How to Fix It:
· Ask Behaviour-Based Questions. Instead of ‘Are you reliable?’, ask, ‘Tell me about a time you went above and beyond for a client.’ This reveals their values and work ethic.
· Test for Real Skills. Include practical assessments, like a scenario-based question: ‘How would you handle a service user refusing their medication?’
· Check Cultural Fit. Ensure candidates align with your team’s values. Do they understand person-centred care? Are they resilient enough for the emotional demands?
· Verify Credentials Early. Confirm DBS checks, references, and qualifications before investing time in interviews.
Ignoring Red Flags in Interviews
We get it—desperation to fill roles can blind you to warning signs. That candidate who’s late, vague about past roles, or dodges questions about teamwork? They’re not magically going to transform once hired.
How to Fix It:
· Trust Your Gut. If something feels off, dig deeper. Ask follow-up questions like, ‘Why did you leave your last role?’ or ‘How do you handle stress?’
· Look for Passion. Great carers talk about people, not just tasks. If they can’t share a story about connecting with a client, they might not be the right fit.
· Involve Your Team. Let trusted team members sit in on interviews. They’ll spot red flags you might miss under pressure.
· Do Not Rush. A bad hire costs more than a vacant role. Take the time to get it right.
Neglecting Onboarding and Training
You’ve hired someone. Great! But if you place them in challenging situations with minimal training or support, don’t be surprised when they head for the exit. Poor onboarding is a turnover machine.
How to Fix It:
· Create a Structured Onboarding Plan. Day one should include clear expectations, shadowing opportunities, and introductions to the team.
· Invest in Training. Offer training on specific skills (e.g., dementia care, manual handling) - Access Skills can help with this. It shows you value their growth.
· Assign a Mentor. Pair new hires with experienced carers to guide them through the first few weeks.
· Follow Up Regularly. Plan catch-ups at one week, one month and three months to address concerns and build loyalty.
Undervaluing Your Carers
Here’s the hard truth: if you treat care work like a ‘low-skilled’ job, your carers will feel disposable—and they’ll leave. The sector’s high turnover (often over 30% annually) isn’t just about pay. It’s about respect, recognition, and feeling valued.
How to Fix It:
· Pay Fairly. Advocate for better wages and offer what you can. Even small bonuses or incentives show you care.
· Recognise Their Work. Celebrate milestones—whether it’s a thank-you note, a ‘carer of the month’ award or a team shout-out.
· Offer Flexibility. Where possible, provide rostering options to support work-life balance.
· Listen to Them. Hold regular feedback sessions. When carers feel heard, they’re more likely to stay.
This Is Why Care Wizard Exists
Care Wizard is tailor made to take the recruitment headache off your plate. Helping you craft job descriptions that attract the right talent, streamlines screening to save you time, and connects you with carers who share your passion for quality care.
Because you shouldn’t have to fight this battle alone.
The care sector isn’t just about filling roles—it’s about building teams that last. Stop making these mistakes, and start hiring people who’ll stick around, grow with you, and make a difference.
If you’re a care provider struggling to recruit, we see you. You’re not failing—you’re navigating a system that’s stacked against you. Let’s fix it together.
Connect with Care Wizard to streamline your hiring process and share your story. Let’s demand better for adult social care.