Our Comprehensive Guide to Attracting and Retaining Top Talent in the Social Housing Sector

The social housing sector plays a vital role in providing affordable housing and supporting communities across the UK. However, employers in this sector face unique recruitment and retention challenges that can impact their ability to deliver essential services. Increased turnover, skills shortages, and the constantly evolving regulatory landscape demand a more strategic approach to maintaining an engaged and productive workforce.

Having worked in Social Housing recruitment for over 20 years, we have seen organisations struggle with these challenges but also seen others have great success so have tried to summarise these in this guide.  Finding and retaining skilled, motivated employees is not just a priority—it is essential for the sustainability and success of social housing organisations.

It is important to note that each organisation is nuanced, so if you’d like to discuss your specific issues, please don’t hesitate to get in touch and we can work with you to understand the solutions that may work for you.

Finding the Right Talent in Social Housing

When it comes to recruitment in the social housing sector, finding the right skill sets is critical.   But before you can find it, you need to know what “right” is.  What was suitable when you last recruited the role 3 years ago, may no longer be what you need now.  Re-assess the requirements of the role, where the business is going and also ask the outgoing member of staff for their opinion as part of the exit interview.   This insight in particular could be very revealing as it may identify issues that will affect retention in this role in the future.

When you understand your requirements, Employers should consider a combination of:

• Technical Knowledge: What knowledge do they need on Day 1? For example: familiarity with housing management systems, processes, compliance requirements, and industry standards etc.
• Soft Skills: What is needed to be successful in the role?  Do they need strong communication, empathy, and conflict-resolution skills or is it more about internal relationship management?
• Mission Alignment: A commitment to the social purpose of the sector makes a huge difference to the success of an appointment.  The sector deals with some tough situations and this alignment with the mission maintains the commitment.

Defining these skill sets ensures employers can identify candidates who not only meet technical requirements but also align with organisational values and long-term goals.

Crafting Targeted Job Descriptions

Now that you understand who you are looking for, you need to design content that appeals to that demographic.  The Job Description is often the most important tool to help a potential employee make a decision about a role.  Therefore, it is imperative that this speaks to their needs and gives them the information to help them make the right decision.  A clear, specific description ensures that candidates understand the expectations and unique requirements of the role. Employers should:

• Highlight the key responsibilities and objectives (the word “key” is the active word here- it doesn’t need to be an exhaustive list).
• Emphasise required technical and soft skills (consider what is really needed).
• Showcase the organisation’s mission and impact.
• Include opportunities for professional growth and development.

It is important to think of a Job Description more as a Sales Document than a Policy Document.   We would also advise against using one template for all roles as different skill sets will need different emphases.

Find the Right Audience

A well-crafted Job Description is pointless if no-one sees it, so it’s vital to be strategic in your advertising strategy.  Using your knowledge of who you are looking for, you can narrow down your channels to reach the most appropriate audience.  Generally speaking, in today’s digital age, employers must harness online platforms to broaden their talent search.

Key strategies include:

• Social Media: Platforms like LinkedIn and X help employers engage with industry professionals and showcase organisational values.
• Job Boards: Posting on niche housing-sector job boards ensures roles reach qualified candidates.
• Recruitment Platforms: Modern applicant tracking systems streamline hiring workflows and improve efficiency.

The most successful organisations are curating an attentive audience throughout the year, rather than just when they are recruiting.  If you only ever post when you are recruiting, your audience will have moved on and the algorithms will not pick up your opportunities as well.  It is the equivalent of screaming into a microphone in a packed concert stadium or whispering into a yoghurt pot.

Create a brand presence

The Social Housing sector is unique in its environment.  Industry networks and partnerships are invaluable tools for finding top talent and the insular nature of the sector makes this easier than in other sectors. Word-of-mouth recommendations and professional connections can lead to exceptional hires, so we would recommend that employers should:

• Foster relationships with neighbouring housing associations, professional bodies and other businesses in their communities.
• Engage with current employees to identify referrals from their networks.
• Create an engaging, informative online brand.
• Encourage employees to network and have a presence at conferences or seminars.

By tapping into these networks, organisations become a known entity and can attract hidden talent and build relationships with professionals who share their mission.

Retaining Talent in Social Housing

Retention has become a more difficult task than 30 plus years ago, so before we look into some useful strategies, we must also understand that “a job for life” is no longer the norm (the average tenure is between 2-5 years currently).  Sometimes, letting people move on is the best thing for both employee and employer, so managing that in the right way may enable employers to bring that talent back in the future.

However, there are strategies that can and should be used to ensure you reduce your staff turnover.

Onboarding and Training/Development Programmes

A strong onboarding process is essential for retaining new hires, particularly in the complex environment of social housing. It is important to remember that onboarding doesn’t start on Day 1, but the day you make the offer.  You should have a regular touchpoint plan to keep your future employee engaged and informed whilst they are waiting to start.  This can involve:

• Phone check ins to update on developments at the business, let them know what they’re doing to prepare for their start etc.
• Invitations to company or team get-togethers- knowing your colleagues before your first day can lead to significantly improved onboarding.

Effective onboarding should provide new employees with a clear understanding of their roles, responsibilities, and organisational values, plan out their induction and introduction to the business and pairing new hires with mentors or peers to ensure ongoing support.

Continuous professional development also plays a key role in retention. By investing in training programmes, employers can upskill their workforce and demonstrate a commitment to employee growth.

Creating a Supportive Work Environment

The social housing sector often deals with challenging, high-pressure scenarios. To foster a positive work culture, organisations should:

• Prioritise employee well-being through mental health initiatives and support services.
• Promote diversity and inclusion to create an environment where everyone feels valued and respected.
• Offer team-building activities and encourage open communication across all levels of the organisation.

A supportive, inclusive work environment not only enhances job satisfaction but also reduces turnover by ensuring employees feel connected to the organisation’s mission.

Career Development Opportunities

The new generations that are entering the work environment now need to know what their working towards.   Creating a realistic and challenging development plan that is regularly reviewed and assessed is critical to keeping employees engaged.  It is important that career conversations are a critical part of regular reviews and that this is lead by management.  The more employees feel valued and invested in, the better the retention.  Employers should consider:

• Offering clear career progression pathways with defined goals and timelines.
• Providing mentorship and coaching to support skill development and confidence building.
• Investing in leadership development programmes to prepare employees for senior roles.

When employees see a future within the organisation, they are more likely to remain engaged and committed to their work.

Work-Life Balance and Flexibility

The demanding nature of social housing roles can lead to burnout if work-life balance is neglected. We now operate in a more agile world and those who don’t prioritise flexibility and wellbeing will find themselves at the back of the queue.

Employers can support their workforce by:

• Offering flexible working arrangements, such as remote work options or adjusted hours.
• Encouraging employees to prioritise time off and personal well-being.
• Providing resources for stress management and maintaining a healthy work-life balance.

It is important to engage with your workforce to find out what they need and how they need it, to ensure that it makes the most impact.  If initiatives are not aligned with their needs they will be ineffective or even lead to disengagement.

Engagement and Recognition

Engaged employees are more likely to remain committed to their roles and organisations.  In a stressful, customer facing sector like Social Housing, it is important that employees feel engaged, supported and respected.  You can create a positive environment by:

• Regularly recognising and celebrating employee achievements, both big and small.
• Gathering feedback through employee surveys to address concerns and improve workplace satisfaction.
• Hosting team meetings, recognition events, and informal check-ins to foster strong relationships and morale.

A culture of appreciation and recognition is a very low-cost but high impact strategy which drives long-term retention by ensuring employees feel valued for their contributions.

How Greenacre Can Help

Greenacre is a social housing recruitment agency that was founded on the principal that recruitment could be done in a more supportive, transparent and quality focussed manner.   We measure our success on the success of our customers (clients and candidates).  If you want to discuss how we can support you with your attraction or retention strategies, please do get in touch.  Our approach is based on 3 fundamental pillars:

Tailored Recruitment Solutions

At Greenacre, we understand that every organisation in the social housing sector is unique. Our customised approach to recruitment focuses on:

• Understanding your organisation’s values, goals, and workforce needs.
• Identifying candidates who align with your mission and bring the right skills to the table.
• Streamlining the recruitment process to ensure efficiency and effectiveness.

Access to a Vast Network of Social Housing Professionals

Greenacre has built an extensive network of professionals within the social housing sector. Our established connections and deep industry expertise give us access to:

• Highly skilled candidates actively seeking roles.
• Passive candidates who may not be on the job market but are open to new opportunities.
• A broad talent pool spanning technical, managerial, and leadership positions.

Long-Term Support

Our partnership doesn’t end at the point of hire. Greenacre provides ongoing support to ensure successful placements, including:

• Post-hire follow-ups to ensure a seamless fit.
• Consulting on retention strategies to keep employees engaged.
• Continuous guidance to help organisations build stable, high-performing teams.

Our commitment to long-term success ensures that employers achieve sustainable workforce stability and growth.

Conclusion

The success of social housing organisations hinges on their ability to attract and retain skilled, motivated professionals. By adopting strategies to identify the right talent, create supportive work environments, and invest in employee development, organisations can overcome recruitment challenges and build strong, stable teams.

Greenacre is proud to be a trusted recruitment partner for the social housing sector. With our industry expertise, tailored solutions, and commitment to long-term success, we help organisations find and retain the talent they need to thrive.

If your organisation is ready to build a team that drives positive outcomes for tenants and communities, contact Greenacre today.

Get in Touch: For expert recruitment support tailored to the social housing sector, visit www.greenacre-recruitment.com.