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In sectors like aged care, disability services, childcare and community work, the pressure to fill roles quickly is only growing. Increasing demand for services, staff shortages, and high turnover rates create an urgent need to onboard workers without delay.
However, the responsibility to protect vulnerable individuals means compliance cannot take a back seat.
Balancing speed and safety in hiring is no small feat, but it’s critical for organisations that want to maintain both operation efficiency, quality of care, and public trust.
The urgency to fill vacancies often stems from the critical nature of care work. When roles remain unfilled, organisations risk service disruptions, increased workloads for existing staff, and ultimately, a decline in quality care.
Adding to the pressure is the high turnover rate in care and community sectors, which significantly outpaces that of other industries. Lower retention rates mean organisations are often in a constant cycle of recruitment, further emphasising the need to hire quickly to maintain service delivery.
This urgency can sometimes lead to shortcuts in the hiring process. Relying on incomplete credential checks or assuming candidates meet requirements might save time in the short term but can create significant risks down the road.
Compliance safeguards are not just regulatory hurdles – they’re critical to ensuring the safety of vulnerable individuals and the reputation of the organisation. Thorough background checks, up-to-date registrations, and valid work entitlements are all non-negotiable.
Non-compliance can result in:
Striking the right balance between fast hiring and robust compliance processes is possible with careful planning and the right tool.
Balancing speed and compliance is not just about operational efficiency; it’s about delivering quality care, protecting your vulnerable individuals, and fostering trust with your workforce and broader community.
By embracing a culture of accountability and leveraging the right strategies, organisations can navigate the tension between hiring timelines and safeguarding requirements effectively.
Oho supports care and community organisations to safeguard their vulnerable individuals with a workforce first approach. Oho’s automated technology automates the manual verification and right-to-work credentials such as working with children checks, visa entitlements, NDIS worker checks and more.
Oho provides peace of mind by ensuring that compliance obligations are met, so organisations can focus on delivering the services that matter most.
Learn more here.