1. Enabling the Care Sector
7th March 2013

2. About Us
 Profiles4Care established to address issues faced by front line
staff
 The technology is proven & in operation internationally since
2000, a Jungian system
 Designed exclusively to operate on-line
 Clients include HSBC, Zurich Insurance, University of Sheffield
etc.
 Only professional solution to provide ‘instant user verification’
 It is fast & incredibly accurate

4. The People Map Diagram

5. The empathy compass of another individual who is a Support
Worker
Consultant's Development Advice
Sedley may benefit from a discussion
around empathy and sympathy and an
exploration of how she could stop herself
becoming over involved out of a
sense of sympathy with the other
person. She will probably admit that she
has been guilty of taking on the cares of
the world in the past and that she needs
to protect herself from this tendency.

6. The empathy compass of James
JAMES has no great desire to gain a deeper
understanding about others. He
is a rational thinker who deals objectively
with issues and rarely if ever
indulges in anything approaching emotion.
He will have no great experience of sharing
empathy for others, his way would be to offer
some practical help rather than try to share
their feelings.

7. Discussion & questions

8. Supporting Slides if Required

9. The Dilemma
 Resources
 Recruitment & Retention
 Risks & Reputation
 Red Tape & Regulation

10. Resources
 50% of residential care homes are operating on lower costs
in 2012 – continued budget cuts
 75% of Domiciliary Care is operating on lower costs in 2012
 Demand increasing therefore operational costs rising
 Need for efficiency savings & improved resource allocation
 Reduce turnover = improve recruitment process
National Care Forum, Personnel Report 2012

11. Recruitment & Retention
Staff Turnover:
Residential care for Older People 19.6%
Domiciliary Care for Older People 27.7%
Residential Care for Adults 14.9%
Domiciliary Care for Adults 15.9%
Staff Leavers:
Within 12 months 30.9%
Within 2 years 56.7%
WHY?
National Care Forum, Personnel Report 2012

12. Risks & Reputation
 Poor recruitment practice = waste of resources & money
 Risks for service users = reduced safeguarding
 Increased scrutiny from government, regulators and media
 National Care Forum 2012 survey showed that out of 32
organisations with a total of 6,886 leavers, 597 (8.7%) were
dismissed.
 Why? – what is the cost to business - £3000/hire
what is the cost to sector? – approx. £45m

13. Profiles4Care Solution
What is it?
 An online profiling solution targeted specifically for the
health and care sector
 Available 24/7 & completed in no more than 8mins
 Unlimited usage
 Intelligent & effective use of resources
Aim to reduce turnover by at least 20%

14. Benefits
 Improves the efficiency of recruitment by targeting the most
suitable candidates up-front
 More informed recruitment decisions being made
 Proven to work better than interview alone meaning less
emphasis is placed on the skill of the interviewer
 Less churn and improved retention of staff
 Supports legal policy and regulatory compliance by;
 Reducing complaints and legal actions from families & service users
 Reducing disciplinary hearings, grievances and tribunals
 Reducing legal sanctions including fines and or closure

15. Candidate Certificate