Staffing & Retention

The Problem: We all know that salt and sugar look the same, so putting the wrong one in a coffee can be something we don’t forget in a hurry, especially if it’s for someone else. It will be even more memorable if you choose applicants who don’t have the appropriate character and personality to care for elderly residents, too. Selecting carers is akin to playing roulette with resident safety, which will contribute to poor staff retention, a dilution of the caring culture that residents depend on, and the waste of time and money.

Our Solution: Smart online applicant screening during interviews instantly reveals whether the candidate is safe, reliable and will fit the care home culture. It removes the ‘revolving door’ recruitment trap by identifying the carers who will contribute to a caring culture, remain loyal and thrive within the staff team. If you really need to take on unsuitable applicants to meet the numbers, you’ll at least be aware of where to use them safely and, more importantly, where not to use them.

Quality of Care and Compliance

The Problem: CQC inspection pressure; One poor inspection result will damage ratings and reputation, and if a home is rated inadequate, it will stop referrals until things are put right. Resident and staff morale will fall dramatically, and it will be hard to rebuild confidence.

Our Solution: Care quality safety scoring highlights carers who work safely and reduce risk. Ongoing staff wellbeing monitoring detects stress and potential burnout early, so staff performance remains consistent. That’s possible because managers will have the means to recognise and deal with potential problems long before they grow into more demanding issues.

Financial Pressures

The Problem: Recruitment, training and agency costs keep rising, and insurance premiums increase after accidents or claims

Our Solution: Strong retention = lower training and agency costs. Fewer incidents can keep insurance premiums in check, and consistent safety reports will lead to much lower insurance premiums. Happier residents and families mean strong occupancy and, therefore, financial stability.

Reputation & Family Confidence

The Problem: One poor hire or safety incident can undo years of trust. Families need to be confident that their loved ones are safe and well cared for.

Our Solution: Pre-Hire screening exposes unsuitable carer candidates, and the well-being tracking demonstrates that you are proactive about staff care, which, whilst building staff loyalty, also reassures residents’ families and compliance inspectors.

Staff Wellbeing & Culture

The Problem: Burnout leads to mistakes, absences, the need for expensive agency cover and resignations. A negative culture spreads fast and harms care quality and business stability.

Our Solution: Regular staff surveys, flag stress before it becomes an influence on staff unity. Moreover, it creates a supportive, positive work environment, boosting morale and staff retention.

The Bottom Line…

CQE helps care home management build safer, happier and more efficient teams.

Adopting CQE removes the ubiquitous staffing problems, allowing managers to enjoy working on resident and staff well-being and developing a culture of continuing quality improvement.