What are seasoned Social Workers truly seeking?

As of the third quarter of 2023, the United Kingdom boasts approximately 109,900 Social workers, witnessing a decrease of over 10,000 from the preceding quarter. The UK is witnessing a departure of some of its most experienced social workers from the profession, prompting the crucial question: What are experienced social workers seeking in their next role?

Remuneration and Work-Life Balance

The pay rate a social worker receives is undeniably a pivotal factor in the job search. Nevertheless, it must be weighed against the backdrop of an appropriate work-life balance. Inflated salaries often correlate with high and often unmanageable caseloads. Experienced social workers are aware of this and routinely inquire about it before making a commitment to a role. Local Authorities can attract social workers for extended durations by being competitive in both pricing and caseload size.

Market Premiums and Retention Bonuses

Incentives such as  Market Premiums and Retention Bonuses have the potential to entice experienced Locum Social Workers to consider permanent opportunities and retain top-level practitioners. This strategic approach can help bridge the financial gap between Locum and permanent roles in the long term.

Career Development Opportunities

In November, a staggering statistic revealed that over a third of Social Workers had not completed their SWE (Social Work England) renewal, with only a few weeks pending. The difficulty in demonstrating continuous professional development hindered many, as they struggled to discern a clear pathway for progression. Social workers are keen on allocated time for detailed supervision and access to diverse training opportunities, fostering their growth within the local authority.

Flexible and Hybrid Working Opportunities

Post-Covid, flexible and hybrid working patterns have become significant considerations when evaluating new roles. While quantifying the extent of flexibility a local authority can offer is challenging, granting social workers the trust and responsibility to manage their schedules around visits and meetings contributes to a more robust work-life balance.

Clear and Detailed Induction

An effective induction is often overlooked but plays a vital role in ensuring social workers integrate seamlessly into the service. A well-planned induction aids new employees in understanding the authority, its culture, people, and their role expectations. This fosters a sense of inclusion in the improvement journey of the local authority from day one.

Free Parking

Often underestimated, free and easily accessible parking is a practical benefit that significantly eases a social worker's life. The convenience of efficient parking becomes evident once they commence their job, proving invaluable amidst rising living costs and the need for social workers to attend multiple visits in a day.

Healthy Holiday Entitlement

A generous holiday entitlement serves as a compelling factor beyond monetary compensation, enticing workers to consider permanent opportunities. A competitive holiday allowance provides social workers with the necessary time to recharge from demanding work environments, mitigating the risk of burnout.

In conclusion, social workers are seeking investment from Local Authorities through a combination of the aforementioned factors. This investment enables social workers to feel supported and developed, empowering them to continue their commendable work in local communities.

If you have any questions or would like to know more about our London in Permanent Children's Social Work Recruitment framework and how YPO can help, please get in touch with the team!