Addressing the social worker shortages in the UK

UK local authorities are increasingly turning to international talent to address the shortage of qualified social workers due to a combination of factors. The sector has been facing persistent recruitment challenges, exacerbated by the negative impact of inadequate Ofsted judgements.

The crucial need to stabilise the workforce and ensure safe, adequate services for some of the most vulnerable people in society has made it essential to consider overseas recruitment. Taking this approach allows authorities to access a broader pool of highly qualified professionals, including those from specific cultural demographics, who can contribute to the diversity and effectiveness of the teams. 

At Comensura, we have worked closely with a number of local authorities on sourcing international talent for social workers – for one client of ours, a North East Local Authority, we tell their international social work talent acquisition success story below:

Challenging times for social work in the UK

Recruitment for qualified social work positions in the UK social work sector is becoming increasingly challenging. For our client, a North East Local Authority, the recruitment difficulties were further worsened by an ongoing improvement journey following an ‘Inadequate’ Ofsted judgement in 2018. 

There was a desperate need to stabilize the workforce to ensure safe and adequate services for children, young people and families. Overseas recruitment appeared to be a potentially effective solution, aiming to recruit 40 qualified social workers within 6-12 months. 

Planning international solutions

The plan involved recruiting 10 overseas social workers for each of the four locality teams, in two rounds of recruitment. Due to the demographics of the client’s area, it was ideal to include Polish, Latvian, or Lithuanian social workers, as well as Ukrainians in light of recent global events. 

We assessed the specialist supply chain, provided comprehensive and relevant proposals, and facilitated Q&A sessions to build a good understanding with suppliers. All suppliers were evaluated based on their ability to provide a phased plan for sourcing, placing, and aftercare, including visa facilitation and relocation processes. 

Productive and effective results

Two suppliers were appointed in the end, each responsible for recruiting 20 social workers, offering a wider global remit and improving the chances of a successful campaign. The suppliers were paid in three key phases:

• Commission/acceptance of work order (33%)
• Offer and acceptance of a minimum of 20 social workers (33%)
• Start date of workers (34%)

This phased approach allowed for cohort-based onboarding, which eased administrative efforts, and was part of the agreement with our client. 

It should be noted that for other projects on recruiting international social workers, we have worked on a one-step basis with a fee upon successful placement of a candidate and a scale of refunds in case the worker left within an initial time-frame. 

The mini competition proved invaluable, gathering secure and easily accessible information for reflection and future decisions. All 40 workers were identified and accepted within the 12-month period, although the relocation and visa processes required additional time. One supplier handling visa and relocation efforts resulted in a smoother and efficient process. 

As the project continued, consistent support from knowledgeable experts from the Comensura team ensured the chosen suppliers kept to the agreed project plan and that it was progressing effectively. 

The goal of candidate relocation

Comensura’s role goes beyond the mere logistics of moving candidates from one country to another, as supplier-provided collateral is crucial in this process. Not only do we equip international social workers with essential information and resources to navigate their new environment, but we also help candidates feel supported and confident in this potentially daunting process. 

Detailed guidance on the locations to live in, cultural norms, housing, healthcare, and the benefits of life in the UK as well as the role itself enables workers to acclimate more smoothly, reducing stress levels and increasing their overall health, satisfaction and productivity.

Furthermore, comprehensive relocation packages include clear instructions to ensure full compliance with local regulations and facilitate a hassle-free transition. By investing in thorough and empathetic relocation support, suppliers foster positive experiences for international social workers, ultimately leading to higher retention rates and a more cohesive, determined workforce. 

Financial compensation for a big move

Relocation and retention bonuses play a pivotal role in the successful transition of social workers moving to the UK. These financial incentives not only help to cover the original costs associated with moving, such as travel expenses and temporary living accommodations, but also provide a sense of security and appreciation. By acknowledging the challenges that come with relocation, companies demonstrate their commitment to supporting their employees’ well-being and long-term career success. This, in turn, fosters loyalty and reduces turnover, as workers feel more valued and are likely to remain with the company, contributing to a stable and thriving workplace. 

Setting up for success

The commitment to comprehensive relocation support, including both logistical and financial assistance, underscores the significance of providing a nurturing environment for international social workers. 

Selecting the right supplies for sourcing international workers is highly crucial, as it ensures that the international recruited talent is well-matched to the company’s needs and culture, leading to a more effective integration process. 

By working with carefully chosen suppliers to address the multifaceted needs of employees during their transition, Comensura not only enhances employee satisfaction and productivity, but also cultivates a loyal and cohesive workforce. This holistic approach to sourcing international social workers for essential roles in social care and employee relocation fosters long-term success and stability, becoming an effective solution to the social worker shortages crisis in the UK. 

If you would like any more information, we offer the Managing Recruitment and Resourcing - 1140 framework where we meet the ever-changing needs of the public sector in respect of their recruitment and resourcing requirements.