A winning solution for finding and hiring great support candidates - the 4-step Moxie process.
1) First up - we listen and learn.
Time constraints were a big problem for Sophie and her team due to their own demands and responsibilities: this was leading to considerable delays in the recruitment process. And while there was a strong need to fill the roles quickly, they needed to be filled with the right people for the job.
‘I found that we had a lot of people apply for roles who were not genuinely interested. They were applying because they needed to job search as part of their benefits application. This wasted my time, needless to say.
'The interview was being done by one or two people. Usually, however, it would be one person due to those in the head office having other responsibilities: the interview outcome was therefore determined by one person's judgement, which proved to be a challenge.’ - Sophie.
It was vital that they could fill their homes with permanent team members as quickly as possible so that they could minimise any downtime in their service delivery. While there was the option to use agency staff in the interim, this would be disruptive for the young people; something that they wanted to avoid. One of FABRIC Family’s core aims is to build a family environment - something beyond people ‘just a place to live’ for their young people. Ensuring team members were a regular, friendly and trustworthy face for young people was, therefore, incredibly important.
2) Tapping into the right talent.
Keeran put a full recruitment programme together - designed around their values, what they needed, the people that would enhance their organisation and the services that they needed to provide - for Sophie before taking it out to a Port Talbot and Swansea market.
‘Keeran came out to visit me to explain the process and answer any questions that I had. He made the time to understand the company and its values which helped with his assessment of candidates.
‘The ads were created for us, which I know included directly approaching candidates. Keeran pre-interviewed people before they came to interview with us, which ensured candidates already had an understanding of the role and the company (saving us a lot of time).
'He was able to pass on potential successful candidates that he felt would be a good fit for the company. After taking the time to get to know the company, I trusted his judgement. After any interviews, Keeran would contact me for feedback and we would discuss them.
'Keeran was very likeable and had excellent communication skills. He worked 'with us' and went above and beyond to make sure we were happy with every step of the process which included giving us feedback from candidates. I found this to be very useful as it assisted us with our internal process.’ - Sophie
3) Filling the spots with the perfect candidate.
There were seven roles altogether that needed prime candidates - two senior roles, four support worker roles and a home manager position. In the space of one month (from first collating CVs), every single role was filled. Now, 60% of the FABRIC Family staff have come through Moxie.
‘This was a huge deal and, we believe, a super successful recruitment campaign. The speed at which we were able to fill those very important roles meant that FABRIC Family could continue delivering their exceptional services with far less downtime. The new shift structure has also all but eliminated the need for them to turn to temporary staff agencies (minus unavoidable staff sickness!), allowing for more consistency and tailored support for their young people.’ - Keeran, Senior Talent Partner Moxie People.
4) Post-placement care and onboarding.
'Keeran reassured us that if we continued to have issues after the plan then within the first months we could look for another candidate.’ - Sophie
This is (one!) of the reasons why post-placement support is so important to us here at Moxie. We genuinely care about the success of an organisation and their team - if something isn’t quite fitting right, we make it our mission to fix it.