Supporting local authorities, often in a managed service capacity, we are privy to early-stage executive-level hiring conversations. This means, we are best placed to identify your next senior position.
We pride ourselves on a bespoke consultancy service. One that meets both client and candidate expectations. Our executive-pairing service is remarkably successful, always placing the most able candidate, and not simply the most available.
"My consultant, John, is amazing. He is a highly-skilled recruiter, personable and makes the effort to get to know you and understand your skills. He keeps me up-to-date and is active in finding me relevant opportunities. He is the reason I would seek opportunities with Sanctuary. He's top notch."
Meet our clients
Our clients rely on Sanctuary Executive to locate the very strongest candidates. Those with a proven record of success and a history of career stability at the top-end of social care.
When it comes to senior-level social work jobs, it’s important that you spend time fostering and maintaining positive relationships with those that you’ve previously worked with. This is because your personal reputation can be just as vital as the skills listed on your CV.
Our executive recruitment team tell us about why we should focus on building positive relationships throughout our social work careers, and how we can use networking opportunities to our advantage.
Billy Holland, Executive Search Consultant, Sanctuary Executive says:“Social work is an extremely small world, particularly when it comes to executive-level recruitment. Many of the hiring managers we work with will have close relationships with those in similar roles at other local authorities. When job opportunities arise, they will invariably talk to each other and make recommendations of who would be a good fit."For senior managerial job roles (particularly interim social work positions), reputation and recommendations are carefully listened to. A phone call from a hiring manager to a colleague in a neighbouring borough can be enough to make (or break) a job opportunity, so it’s important to ensure that you are maintaining positive relationships with those you have worked with.
John Rudland, Executive Search Consultant, Sanctuary Executive adds:
“The stakes involved in senior recruitment are incredibly high. The local authority will want to know that you have the ability to hit the ground running and make a success of the job.
Recommendations may not just come from your official listed referees. If a hiring manager knows someone personally that you’ve worked with, they could ask about you informally. It’s why we always advise candidates to ensure they leave job roles on good terms, stay in contact with previous colleagues and work hard to build a positive reputation.”
How networking can enhance your reputation
You will have worked alongside a colleague that you think is absolutely fantastic. Perhaps they made a tangible difference to one particular aspect of service; maybe they’ve worked alongside you to explore more creative ways of working. Whatever the case, we’re sure that you’ll remember that individual long after you’ve parted ways professionally.
If a job role becomes available that matches that person’s expertise, we’re sure you’ll immediately make a personal recommendation.
In many senior social work job roles, who you know can definitely have a positive impact upon your career. You want people you’ve worked with to remember you and to feel confident in making personal endorsements for you and your skills.
A top tip for improving your personal reputation is to ensure that you remain in touch with previous colleagues. Making use of sites such as LinkedIn will allow you to remain professionally connected even after you’ve moved into new job roles. You can demonstrate your continued professional development and maintain relationships with those who are also progressing their careers at a similar level.
We also recommend attending events such as the NCAS, ADASS and ADCS conferences. Meeting people in person can be a great way to build your network of contacts and ensure that peers and prospective managers walk away with a positive impression of you.
If you’re ready for your next executive-level social work job, then simply upload your CV
If you missed last night's live Q&A Webinar on the upcoming changes to IR35 legislation, don't worry - you can watch a replay recording now.Professionals from across healthcare, social care and criminal justice joined our live webinar last night (26 February) and listened to Sanctuary's panellists explain the key changes to the legislation and what this means to workers from April 2020. Joining the panel, was Colin Gunnell from contractor umbrella company Liquid Friday.The panel answered pre-submitted questions and other questions that were asked during the webinar.If you missed it, you can watch the replay here:
When it comes to interviews, it’s important to remember that feedback is a crucial part of the process. For unsuccessful candidates, having the ability to understand why they haven’t got the job can play a big part in helping them to prepare for future job interviews.Our Executive recruitment team tell us how hiring managers should factor in post-interview feedback as a crucial part of the interviewing process; particularly when it comes to senior-level social work recruitment.John Rudland, Executive Search Consultant, Adults Health & Social Care, Sanctuary Executive says:“After a round of interviews, it can be easy to focus on the successful candidate; after all, the onboarding process needs to start immediately. We firmly believe that it is important to factor in a small amount of time to provide feedback to unsuccessful applicants. It allows them to learn how they can improve their interviewing technique and it also provides a form of closure for them.John believes that collating feedback on candidates can improve future recruitment processes for hiring managers. It allows them to formulate opinions on strengths and weaknesses to help define who they are looking for. He says: “I would always encourage hiring managers to use the post-interview feedback process for their own purposes. You may get a much clearer idea of the type of candidate that you’re looking for by taking an analytical view. Therefore, for future recruitment you can easily speed up your job hunt and get the perfect person into a placement much quicker. The social work sector is a small community; particularly when it comes to senior positions. Reflective practice is an important part of what social workers do, and those same techniques can be used to improve interview performances.”We know that circumstances can change priorities in a mere matter of moments. The notification of a pending Ofsted visit or the publication of a serious case review can cause an immediate end to existing recruitment practices.Billy Holland, Executive Search Consultant, Children’s Health & Social Care, Sanctuary Executive says: “If positions are no longer available due to changing circumstances, then it’s always polite to let applicants know. They may have invested time and money in preparing for the interview and if they aren’t informed that the position is no longer available, they may walk away with a negative impression of you as an employer. Taking a few moments to provide a short sentence or two can future-proof your reputation as an employer who cares.”A key benefit of working with an external team such as Sanctuary to handle your recruitment is that we can work closely with clients to ensure that constructive feedback is passed on to candidates. To find out more about our bespoke consultancy service, please