This brief discusses the current workforce crisis and provides recommendations on ways child welfare programs can enhance their recruitment efforts.
Document Category: Recruitment
A summary of workforce research evidence on recruitment relevant to the child welfare field.
This survey provides a snapshot of social workers in terms of where they come from; which jobs they find; marketplace demand; satisfaction; and future career, education, and licensing/certification plans. By collecting this information, the survey aims to see how social work graduates at all degree levels plan to influence the workforce, including non-traditional social work …
This toolkit includes fliers, posters, brochures, a Recruitment Community PowerPoint Presentation, and two public service announcements designed to encourage interest in applying for child welfare work.
This webinar showcases the creative, evidence-based efforts of Buncombe County, North Carolina’s Department of Social Services to recruit, screen, select and retain new frontline child welfare staff, in order to build workforce capacity, improve employee retention, and promote organizational resiliency.
This paper summaries project activities, from eight university programs, to develop, field test, revise, implement, evaluate, and disseminate an effective and comprehensive training curriculum and model for recruiting and retaining a competent workforce in public child welfare agencies.
Finding qualified workers who are likely to stay is a major challenge in child welfare. This one hour module shares some specific strategies and examples from other states that can make your recruitment efforts more successful.
This comprehensive reference list includes a compilation of papers, reports, peer-reviewed journal articles and other relevant resources addressing Recruitment, Screening and Selection.
This paper summarizes best practice approaches to recruitment and provides examples of some innovative approaches.
This document summarizes the interview responses of workers who were identified as “resilient” by their supervisors and administrators and includes lessons learned about factors related to worker and supervisor resiliency that could be translated into training curriculum and recruitment and retention strategies.