A recent LinkedIn poll explored the key recruitment barriers in these fields, with hiring managers highlighting the following issues:
- Skills shortage – 36%
- Funding instability – 27%
- Uncompetitive compensation – 27%
- Nature of the work – 9%
While these results reflect some of the biggest systemic challenges, they don’t tell the whole story. One participant summed it up perfectly:
Their response highlights just how multifaceted the problem is. Let’s break it down further.
1. Skills Shortage (36%) – The Biggest Barrier
The most significant challenge identified in the poll was the shortage of qualified workers. Social care roles require extensive training, but not enough professionals are entering (or staying in) the field.
What’s Driving the Shortage?
- Limited pathways for new graduates – Many organisations hesitate to hire early-career professionals, creating a gap in workforce development.
- Lack of understanding about transferable skills – Candidates from adjacent fields (e.g., education, law enforcement) may be overlooked.
- Burnout and vicarious trauma – Workers leave the sector due to the emotional toll, further shrinking the talent pool.
2. Funding Instability (27%) – The Sector’s Biggest Uncertainty
Many social care organisations rely on government grants and short-term funding, making it difficult to offer stable employment.
How Does This Impact Recruitment?
- Short-term contracts deter candidates seeking job security.
- Limited resources mean fewer opportunities for professional development.
- Uncertainty about future funding leads to workforce planning challenges.
3. Uncompetitive Compensation (27%) – The Retention Killer
Despite the high demands of social care work, salaries often don’t reflect the skill and effort required.
Why Does Pay Matter?
- Many professionals leave for higher-paying roles in adjacent fields (NDIS, private therapy, government agencies).
- Workers take on multiple jobs, increasing burnout.
- Organisations struggle to attract experienced staff, leading to gaps in service delivery.
4. The Nature of the Work (9%) – A Unique Challenge
While only 9% of respondents selected this as the biggest barrier, it remains a significant underlying factor. Many roles involve high emotional intensity, unpredictable crises, and exposure to trauma.
Why Is This a Hiring Challenge?
- The emotional toll can deter candidates who fear burnout.
- Demanding caseloads make work-life balance difficult.
- Misalignment of values – Some candidates don’t fully understand the realities of the job before applying.
Beyond the Poll Results – What Else Is Holding Recruitment Back?
As the poll participant highlighted, recruitment challenges in social care go beyond just skills shortages, funding, and pay. Additional barriers include:
- Leadership & organisational culture – Poor management and unrealistic targets lead to dissatisfaction and high turnover.
- The recruitment process itself – Lengthy hiring timelines, unclear job descriptions, and inconsistent interview processes deter candidates.
- Diversity & inclusion barriers – Many candidates face challenges due to bias in hiring, limited cultural competency, or accessibility issues.
- Geographic limitations – Some areas have a severe workforce shortage, especially rural and remote regions.
- Logistical challenges – Some roles require driving, yet not all candidates have a license.
How Can We Fix These Recruitment Challenges?
While there’s no single solution, here are some practical strategies to attract and retain workers in social care:
1. Expand the Talent Pipeline
- Create new graduate programs to bring fresh talent into the workforce.
- Recognise transferable skills and hire from adjacent industries.
- Offer internships, mentoring, and career progression pathways.
2. Push for Sustainable Funding
- Advocate for long-term contracts to reduce workforce instability.
- Develop public-private partnerships to secure diverse funding sources.
3. Improve Compensation & Work Conditions
- Offer competitive salaries and benefits to retain top talent.
- Provide mental health support and trauma-informed supervision.
- Implement flexible work arrangements to improve work-life balance.
4. Redesign the Hiring Process
- Streamline recruitment timelines to avoid losing candidates to other industries.
- Ensure interview processes are inclusive, considering different backgrounds and experiences.
- Provide clear job descriptions and realistic expectations to reduce turnover.
Final Thoughts
Recruiting in social care is complex, but these roles are crucial for supporting Australia’s most vulnerable communities. Addressing these challenges requires collaboration between government, service providers, and industry leaders. By investing in workforce development, improving job conditions, and streamlining hiring processes, we can build a stronger and more sustainable social care workforce.