Adult social care recruitment sessions aim to fill roles across Wigan and Leigh

Adult social care recruitment sessions across Wigan and Leigh are aiming to help fill care assistant and support worker roles, as demand for compassionate and reliable workers remains high across the borough.

Wigan Council holds regular meet-and-greet sessions for people interested in adult social care careers. The sessions are designed to be informal, giving residents a chance to speak to recruitment teams, ask questions and learn more about what care work involves before deciding whether to apply.

For jobseekers in Wigan, Leigh, Atherton, Hindley, Ashton-in-Makerfield and surrounding areas, these sessions could provide a practical route into stable work.

Care roles are often open to people from different backgrounds, including those with no previous experience, as long as they have the right values and willingness to support others.

Adult social care is one of the most important parts of the local workforce.

Care assistants and support workers help older people, disabled residents and adults with support needs live with greater dignity, independence and safety.

The work can involve helping people at home, supporting daily routines, encouraging social connection and providing reassurance to families.

The sector is also a major employer.

As the population ages and more people need support in the community, councils and care providers need to recruit and retain workers who can deliver reliable, person-centred care. That makes local recruitment sessions important not only for jobseekers, but for the wider health and care system.

For residents considering a career change, social care can offer a meaningful alternative to retail, hospitality, administration or warehouse work. Many of the skills gained in those sectors are transferable.

Customer service, patience, communication, organisation and reliability are all valuable in care.

The work can be demanding, but it can also be rewarding.

Care workers often build strong relationships with the people they support and can see the direct impact of their work. For someone who wants a job with purpose, adult social care may offer more than a payslip.

Training is another important factor. People may assume they need qualifications before applying, but many entry-level care roles include training on the job.

New recruits can learn about safeguarding, moving and handling, medication support, dementia awareness, infection control and person-centred care.

Over time, workers may progress into senior care, specialist support, coordination, supervision or management roles.

The recruitment sessions can help break down uncertainty. Some people may be interested in care work but unsure whether they are suited to it.

Speaking directly to staff can help them understand the realities of the job, including hours, travel, training, pay, responsibilities and progression.

Employers also benefit from meeting candidates face to face.

Care work depends heavily on attitude and communication, which can be difficult to judge from an online application alone. Informal sessions allow recruiters to identify people who may have the right qualities even if their CV does not follow a traditional care-sector path.

Workforce planning is becoming increasingly important for employers across the UK, especially in sectors where demand is rising and recruitment can be challenging.

There are services that can help organisations understand employer of record options in the United Kingdom, particularly where businesses are managing staff across different locations or expanding their workforce.

For local care providers, however, recruitment is ultimately about people. Residents need support workers who are dependable and compassionate.

Families need confidence that their loved ones are being cared for properly. Workers need employers who offer training, respect and clear progression.

Flexibility may also attract applicants.

Some residents may need work that fits around childcare, caring responsibilities or study.

Others may be looking for part-time hours, shifts close to home or a role that helps them return to employment after time away.

Clear information about schedules and expectations can help candidates decide whether care work is realistic for them.

Transport is another consideration.

Care roles may involve travelling between homes or working in specific settings. Applicants should ask about location, mileage, shift patterns and whether a driving licence is required.

Understanding these details early can prevent unsuitable applications and help residents choose the right role.

There is also a wider community benefit.

When local people move into care jobs, more money stays in the local economy and services become more resilient.

Recruiting from within Wigan and Leigh can help build a workforce that understands the communities it serves.

The challenge is ensuring that care work is valued. Social care roles require emotional intelligence, responsibility and skill.

They should not be seen as low-status jobs simply because they are accessible at entry level.

Good care workers make a real difference to people’s lives every day.

The recruitment sessions provide an opportunity to show that clearly.

They can help residents see the sector as a career path, not just a temporary job.

With training, support and progression, adult social care can offer long-term opportunities for people who want to build a future helping others.

For Wigan and Leigh, filling care roles is about more than staffing.

It is about supporting vulnerable residents, strengthening local services and giving jobseekers a route into meaningful employment.

Anyone considering a new role should use the sessions to ask questions, understand the work and explore whether adult social care could be the right next step.

For the right person, a conversation at a recruitment event could become the start of a rewarding career.