Staff Recruitment Research Articles

Improving the non-ST-segment elevation acute coronary syndrome (NSTEACS) pathway using quality improvement methodology

BackgroundThe National Institute for Health and Care Excellence (NICE) guideline quality standard for non-ST-segment elevation acute coronary syndrome (NSTEACS) pathway states that adults who have an intermediate or higher risk...

Influence of Teaching and Learning Resources Provided by BOM on Students’ Academic Performance in Public Secondary Schools of Kisii Central Sub County, Kenya

Despite interventions by policymakers and implementers in instituting BOM so as to ensure the delivery of quality education in Kenya, performance in some schools has remained poor. According to the Sub County director of education, Kisii has witnessed very poor performance in the Kenya Certificate of Secondary Education (KCSE) examination over the years. To address the situation, the Kisii Central County Education office conducted workshops to capacity-build the BOM members from the entire County in relation to their roles in schools. It was for this reason that the study was to establish the influence of board of management practices on students’ academic performance in public secondary schools of Kisii Sub County. The study adopted a descriptive survey design. The target population consisted of 53 public secondary schools in Kisii Central Sub County with 53 principals, 391 teachers, 689 members of the Board of Management, and 14,776 students. The sample size comprised 44 secondary school principals, 44 assistant teachers, 42 students and 248 members of the Board of Management. This constituted a total sample size of 378 respondents. Data was collected through self-administered questionnaires as well as through interview schedules for the BOM members. A pre-test of the instruments was conducted in three schools using 38 respondents constituting 10% of the study sample. Quantitative data was analyzed using descriptive statistics (frequency counts, the mean, and standard deviation) and inferential statistics (correlation) by employing SPSS version 21.0 and excel computer packages. Qualitative data was organized into themes, and categories as they emerged from the field and presented in narrative form. The analysis of results revealed that teaching and learning resources, staff recruitment and incentives positively and significantly influence the academic performance of students in secondary school. The study recommended that in order to improve the academic performance of students in secondary schools, the BOM should ensure that they provide enough teaching and learning materials to schools to guarantee the performance of students in their academics, recruit competent teachers to improve the teacher-student ratio which is a necessary measure in improving the performance of students in academics, establish the most appropriate method of appreciating teachers and students so as to motivate them to work positively toward improving the academic performance of students

Navigating New Terrain: Exploring Orientation Programs For New Academic Staff and Their Experience

Commencing a new job can instigate anxiety, especially for those without prior work experience. The excitement of a fresh employment endeavour may coincide with feelings of discomfort, stemming from unfamiliar expectations. A comprehensive overview and understanding on orientation programs for new staff can play a crucial role in facilitating their adaptation, fostering departmental understanding, fostering colleague connections, and grasping job essentials. This research seeks to assess orientation activities carried out for new academic staff joining the faculty by the management while investigating the orientation program experience of recently onboarded staff members with less than six years of experience in one of the language academies in a public university in the Klang Valley. An interview and survey were conducted and revealed notable areas of concern including employee benefits, performance expectations, departmental and faculty structures, policies and procedures and training development. The findings delineated key areas of concern as a foundational framework to be concentrated by the management during future faculty staff recruitment. This study also highlights the need to develop a tailored orientation kit for new onboarding staff to the faculty.

Selection of Marketing Staff Using Simple Additive Weight and VIKOR Algorithm

In today’s rapidly evolving technological landscape, decision-making processes within organizations are increasingly relying on advanced computational methods to enhance efficiency and accuracy. This is particularly relevant in human resource management, where selecting suitable candidates for key positions is critical. Traditional methods of staff recruitment often rely on subjective assessments, which may lead to biases and inconsistencies. To address these challenges, this study proposes the use of the Simple Additive Weighting (SAW) and VIKOR (Vise Kriterijumska Optimizacija I Kompromisno Resenje) algorithms as multi-criteria decision-making tools for selecting marketing staff. The SAW method offers a straightforward approach by assigning weighted scores to various criteria. In contrast, the VIKOR method provides a ranking system that considers ideal and compromise solutions for candidate selection. Integrating these two algorithms makes the selection process more objective and data-driven, reducing the risk of human error and improving overall decision quality. This paper outlines implementing the combined SAW-VIKOR model in the marketing staff recruitment process, highlighting its potential to optimize candidate evaluation and selection. The results demonstrate that utilizing these algorithms enhances the decision-making process, leading to better alignment of selected staff with organizational goals. This approach is valuable for organizations looking to leverage technology in their recruitment strategies.

ANALYSIS OF ISSUES AND BARRIERS TO DOING BUSINESS IN THE REGIONS OF KAZAKHSTAN

The article aims to assess the regulatory burden small and medium-sized businesses face in the republic’s regions from the company’s opening to its closure. The primary method is an analysis of the results of the sociological survey conducted within the framework of a research project sponsored by the Ministry of Science and Higher Education of the Republic of Kazakhstan. The authors conducted the sociological survey through questionnaires combined with in-depth interviews, ensuring a comprehensive understanding of the issues. As a result, the authors found that an overwhelming number (85 %) of business leaders consider Kazakhstan attractive for business and investment. The authors assessed four key indicators to understand the high barriers to doing business. Companies’ surveys showed that business registration is quite accessible. However, expert interviews confirmed that they experienced the most significant difficulties with staff recruitment. The authors analyzed the access to infrastructure (electricity, water, land, and logistics) separately, which entrepreneurs assessed at an average level. Also, the authors identified the problem of accessing bank capital for business and the need to reduce the tax burden for new companies and startups. In addition, the authors tried to evaluate the financial aspects of doing business in Kazakhstan and the impact of digitalization on business development. Thus, research attempted to identify the main problems and barriers to evaluating the ease of doing business in Kazakhstan’s regions. We concluded that the business environment in the country is «far from perfect», and the authorities have a lot of work to do to improve it. Keywords: Kazakhstan’s regions, EDB, Investment, Business environment, Business leaders, Survey, Barriers to business.

Undergraduate nursing student's perception toward the nursing profession in Iraqi-Kurdistan. An exploratory study

Nursing students' perception towards the nursing profession is vital and has a positive impact on the successful recruitment, retention, and attrition of staff from the health care agencies. This study aimed to explore the perceptions of undergraduate nursing students toward the nursing profession in Iraq, particularly in the Kurdistan region. The study was conducted at the University of Duhok, a college of nursing in the Kurdistan Region. The researcher of the current study used Nursing Image as a Profession Questionnaire (NIPQ) for the purpose of data collection. Based on the analysis of the participant's responses, the results revealed that in general students have positive perceptions towards the nursing profession. The early twentieth age group students were more satisfied in nursing than the late twentieth age group. High school grades were regarded as the main reason for joining the faculty of nursing. Having a nurse friend or relative and a positive family reaction was perceived as positive influential factors for student enrollment in the nursing program. Few students had a very negative attitude and they attacked the nursing profession when talking with others. The current study concluded that students have positive perceptions towards the nursing profession in the four aspects of the description of the profession, social view perspectives, benefits of the nursing profession, and students' satisfaction in nursing.

Optimising remote health workforce retention: protocol for a program of research

BackgroundNowhere is optimising healthcare staff retention more important than in primary health care (PHC) settings in remote Australia, where there are unacceptably high rates of staff burnout and turnover. Ensuing consequences for the remote health services and the community are acute – staffing shortfalls in clinics; organisational instability; excessive costs associated with frequent staff recruitment and orientation; diminished access to PHC for patients in need; and lack of continuity of patient care; all of which further entrench poor health outcomes for the community. Optimising remote healthcare staff retention is critical in order to provide high quality and continued PHC. Currently, however, there is paucity of knowledge to inform targeted and effective retention strategies in remote health services.This research program seeks to develop a stronger evidence base to understand (i) what retention strategies are effective in improving morale, job satisfaction, intention to remain in the job, and consequent length of service for remote healthcare staff; (ii) how best to ‘bundle’ these strategies for different health workforce groups; and (iii) how these ‘bundles’ work in different service contexts.MethodsThis paper describes a five-year implementation research program in partnership with twelve remote Aboriginal and Torres Strait Islander Community Controlled Health Services (ATSICCHS) in the Northern Territory and Queensland, Australia. Overall methodology follows a participatory action research approach which incorporates co-design and realist elements. The program comprises two broad phases involving evidence consolidation and synthesis (Phase 1), and co-design, implementation, and prospective evaluation of ‘bundles’ of retention strategies (Phase 2) to improve retention of healthcare staff in participating ATSICCHSs.DiscussionThis innovative research program has the potential to develop a comprehensive evidence base required to optimise health workforce retention in remote health services. This new evidence will strengthen understanding of what ‘bundles’ of retention strategies are effective, for which groups of employees, and how they work to improve staff retention.

Disabled people negotiate gender, sexual identity and self-directed social care support in England: how does choice and control operate?

Putting disabled people in charge of their own support was a central component of the UK personalisation agenda. Austerity, staff recruitment difficulties and local authority retrenchment have meant that the experience for disabled people has not always lived up to the rhetorical promise. In this context, disabled people with marginalised sexual and/or gender identities face difficult choices in everyday interactions of support that trouble the idea that control routinely sits with them. In this article, we draw on two research studies with disabled people who use self-directed support in which they discuss navigating gender and sexual identity. In both studies, there are opportunities for disabled people to draw on support that is empowering, but we also hear about ‘bad bargains’ that they are sometimes forced to make. We argue that the hard-won goals of choice and control are being degraded and confronting LGBTQI+ and non-binary disabled people with sometimes impossible dilemmas.

A step-by-step guide for remote working in the NHS: evaluation of a virtual consultant psychiatrist hiring scheme.

In 2021, Solent NHS Trust advertised for a fully remote consultant psychiatrist to meet increasing clinical demand. This pilot scheme was evaluated to determine its success. The job applications underwent content analysis, recruitment and support staff were interviewed, and in-depth rolling interviews were conducted with the three now-employed virtual psychiatrists. We have gained an objective understanding of this new and innovative way of working and, overall, shown that fully remote working in the National Health Service (NHS) is feasible. The findings were used to create a step-by-step guide for the remote hiring process, which outlines the necessary steps for conducting it in a safe, swift and successful way. This guide could help other NHS organisations to advertise, recruit and manage fully remote employees.

Barriers and Facilitators to Staff Recruitment and Retention for ACT Teams: Perspectives of Staff and Participants.

The behavioral health workforce has been experiencing deepening problems with recruitment and retention, particularly in publicly funded settings serving individuals with serious mental illnesses. This quality improvement project gathered Assertive Community Treatment (ACT) participant (service user) and provider perspectives on workforce challenges. The authors conducted 8 interviews with ACT participants and 9 focus groups with ACT current staff, team leaders, and former staff. Interviewees discussed barriers to recruitment and retention, including inadequate compensation, work becoming more task-oriented during periods of short staffing, a lack of understanding of what ACT work entails, and elements of the team-based model of care; and facilitators of recruitment and retention, including other aspects of the team-based model of care, connections with colleagues and ACT participants, and flexibility. ACT participants had variable experiences regarding availability of their teams. Recommendations from focus groups and interviews include increasing flexibility, improving awareness of ACT work, optimizing team functioning, addressing staff wellness, and attending to risk. Findings include key insights that may help address the critical workforce shortages in public behavioral health settings.

2284 NHS staff experiences of racism from patients and carers: survey from a London older persons service

Abstract Introduction There is growing awareness of the harms caused by racial abuse and discrimination from patients towards healthcare professionals, including anecdotal reports of patients ‘requesting a white doctor’ (Kline, BMJ Opinion, 2020); yet there is limited understanding of the impact in Geriatric settings. We conducted a survey in an inpatient Older Persons Service (OPS) on the prevalence, impact and actions taken in response to patient racism towards staff. Methods A cross-sectional survey (Total N = 47; Black and Minority Ethnic (BME) staff: N = 32; White staff: N = 15) of staff experiences of racist behaviour from patients and carers (July 2021) in a tertiary level inpatient OPS in an ethnically diverse London borough, both in terms of patients and staff, in the United Kingdom. The survey was developed in collaboration with OPS staff and the BME network. The anonymous survey was offered to all nurses, doctors, allied healthcare professionals and non-clinical staff on two 26-bed wards. Results Sixty-nine percent (22/32) of BME staff had personally experienced racist behaviour from older patients, while witnessing racism towards colleagues was reported by 62% (18/29) of BME staff and 80% (12/15) of White Staff. Sixty-seven percent (30/45) of respondents had witnessed a patient request a different ethnicity of healthcare professional. The majority of racist incidents went unchallenged and unreported with only 39.1% challenging the patient or carer, 21.7% reporting to a senior and 8.7% reporting via the electronic incident reporting system. The impact of such incidents on staff well-being included self-reported depression (56%, n = 11/21), anxiety about work (28%, n = 6/21) and insomnia (14%, n = 3/21). Conclusion With an ageing population, staff recruitment and retention in Geriatrics is critical. Comprehensive policies that have a zero-tolerance approach to racism, support staff and encourage reporting are crucial. Future research that considers the impact of mental capacity and cognitive impairment would be beneficial.

2191 Physiotherapists’ perspectives of barriers and facilitators to effective community provision after hip fracture

Abstract Introduction to investigate physiotherapists’ perspectives of effective community provision following hip fracture. Methods qualitative semi-structured interviews were conducted with 17 community physiotherapists across England. Thematic analysis drawing on the Theoretical Domains Framework identified barriers and facilitators to implementation of effective provision. Interviews were complemented by process mapping community provision in one London borough, to identify points of care where suggested interventions are in place and/or could be implemented. Results four themes were identified: ineffective coordination of care systems, ineffective patient stratification, insufficient staff recruitment and retention approaches and inhibitory fear avoidance behaviours. To enhance care coordination, participants suggested improving access to social services and occupational therapists, maximising multidisciplinary communication through online notation, extended physiotherapy roles, orthopaedic-specific roles and seven-day working. Participants advised the importance of stratifying patients on receipt of referrals, at assessment and into appropriately matched interventions. To mitigate insufficient staff recruitment and retention, participants proposed return-to-practice streams, apprenticeship schemes, university engagement, combined acute-community rotations and improving job description advertisements. To reduce effects of fear avoidance behaviour on rehabilitation, participants proposed the use of patient-specific goals, patient and carer education, staff education in psychological strategies or community psychologist access. Process mapping of one London borough identified points of care where suggested interventions to overcome barriers were in place and/or could be implemented. Conclusion physiotherapists propose that effective provision of community physiotherapy following hip fracture could be improved by refining care coordination, utilising stratification techniques, employing enhanced recruitment and retainment strategies and addressing fear avoidance behaviours.

Anatomy education in low-resourced countries: What are challenges and effective and affordable educational strategies? A qualitative study

Purpose With limited means, resource-deprived countries must find ways to organize education to meet standards. Few reports exist about anatomical education in LLMICs. This study explores how anatomy teaching is sustained in countries with few resources and which affordable educational strategies are applied to uphold quality. Methods A mixed-methods study with anatomy teachers from public medical schools in low or lower-middle income countries (LLMICs) in Africa, Asia, Europe, and Latin-American was performed through survey via email combined with semi-structured online interview with teachers, exploring survey results at a deeper level. Results LLMICs available to be surveyed, 13 and 8 were found to respond to a written survey and oral interview invitation, face significant teaching challenges, primarily due to lack of funds. These are faculty shortages (low salaries and high student-to-teacher ratio) and inadequate infrastructure (internet, electricity, poor classroom conditions). Solutions were associated with didactic strategies (social media, e-learning, image-based learning, applied anatomy), expanding teaching capacity with less qualified and part-time faculty, student-organized education, and self-financing (teaching resources subsidized by teachers and students). Which was triking was teacher commitment despite difficult circumstances. Teachers propose better faculty management, increased anatomy staff recruitment, and collaboration with other institutions. Conclusions Anatomical education in LLMIC is forced to adapt to the socio-economic context, rather than to trends in medical education worldwide. These adaptations are supported mainly by the teachers ‘commitment.’

State Laws Governing the Hiring of Public Health Government Employees, 2023.

Governmental public health agencies have experienced longstanding challenges in recruiting individuals at the state and local level. Understanding civil service laws as they relate to the hiring processes is an important component of recruitment and increasing public health workforce capacity. This study presents state hiring laws and regulations governing the public health government workforce. Legal mapping techniques were employed to collect and code data on current hiring laws governing governmental public health employees across all 50 states. The review of laws included constitutions, statutes and regulations, and searches of administrative code. In 12 states, the laws do not specify civil service exam criteria or they have no mention of civil service exams in the law. Almost a third of states have laws that establish civil service exam requirements without specifying conditions for when exams must be required, or which positions allow which types of exam/criteria. Similarly, almost all of the states that have civil service exams denoted in their laws have unspecified language about whether there are exam fees. Requirements for the maintenance/use of state hiring lists are in place in 36 states and 26 states have a non-public health agency managing this process. Nearly all states (n=48, 96%) require hiring preferences for certain types of individuals, most commonly veterans (n=48, 96%) and family members of veterans (n=30, 60%). No state laws provide hiring preferences for individuals from public health fellowships or special training programs. Key findings suggest that the laws governing the merit system and civil service vary and often lack clarity, which may be difficult for public health agencies and for potential employees to understand, navigate, and successfully recruit key employees. The recruitment and hiring of new governmental public health staff are complicated by the management of hiring by other state agencies and the vague civil service exam requirements and process. Developing preferences for hiring individuals who have additional practical training in public health (eg, public health fellowships and AmeriCorps) should be considered.

The relationship between line manager training in mental health and organisational outcomes.

Line manager (LM) training in mental health is gaining recognition as an effective method for improving the mental health and wellbeing of workers. However, research predominantly focuses on the impacts of training at the employee-level, often neglecting the broader organisational-level outcomes. Most studies derive insights from LMs using self-reported data, with very few studies examining impacts on organisational-level outcomes. To explore the relationship between LM training in mental health and organisational-level outcomes using company-level data from a diverse range of organisations. This study is a secondary analysis of anonymised panel survey data from firms in England, with data derived from computer-assisted telephone surveys over four waves (2020, 1899 firms; 2021, 1551; 2022, 1904; and 2023, 1902). The analysis merged the four datasets to control for temporal variations. Probit regression was conducted including controls for age of organisation, sector, size, and wave to isolate specific relationships of interest. We found that LM training in mental health is significantly associated with several organisational-level outcomes, including: improved staff recruitment (β = .317, p < .001) and retention (β = .453, p < .001), customer service (β = .453, p < .001), business performance (β = .349, p < .001), and lower long-term sickness absence due to mental ill-health (β = -.132, p < .05). This is the first study to explore the organisational-level outcomes of LM training in mental health in a large sample of organisations of different types, sizes, and sectors. Training LM in mental health is directly related to diverse aspects of an organisations' functioning and, therefore, has strategic business value for organisations. This knowledge has international relevance for policy and practice in workforce health and business performance.

Recruiting refugees to reduce labour shortages in health care professions: experimental evidence on the potential of foreign-language outreach on social media

BackgroundMany high-income countries are grappling with severe labour shortages in the healthcare sector. Refugees and recent migrants present a potential pool for staff recruitment due to their higher unemployment rates, younger age, and lower average educational attainment compared to the host society's labour force. Despite this, refugees and recent migrants, often possessing limited language skills in the destination country, are frequently excluded from traditional recruitment campaigns conducted solely in the host country’s language. Even those with intermediate language skills may feel excluded, as destination-country language advertisements are perceived as targeting only native speakers. This study experimentally assesses the effectiveness of a recruitment campaign for nursing positions in a German care facility, specifically targeting Arabic and Ukrainian speakers through Facebook advertisements.MethodsWe employ an experimental design (AB test) approximating a randomized controlled trial, utilizing Facebook as the delivery platform. We compare job advertisements for nursing positions in the native languages of Arabic and Ukrainian speakers (treatment) with the same advertisements displayed in German (control) for the same target group in the context of a real recruitment campaign for nursing jobs in Berlin, Germany. Our evaluation includes comparing link click rates, visits to the recruitment website, initiated applications, and completed applications, along with the unit cost of these indicators. We assess statistical significance in group differences using the Chi-squared test.ResultsWe find that recruitment efforts in the origin language were 5.6 times (Arabic speakers) and 1.9 times (Ukrainian speakers) more effective in initiating nursing job applications compared to the standard model of German-only advertisements among recent migrants and refugees. Overall, targeting refugees and recent migrants was 2.4 (Ukrainians) and 10.8 (Arabic) times cheaper than targeting the reference group of German speakers indicating higher interest among these groups.ConclusionsThe results underscore the substantial benefits for employers in utilizing targeted recruitment via social media aimed at foreign-language communities within the country. This strategy, which is low-cost and low effort compared to recruiting abroad or investing in digitalization, has the potential for broad applicability in numerous high-income countries with sizable migrant communities. Increased employment rates among underemployed refugee and migrant communities, in turn, contribute to reducing poverty, social exclusion, public expenditure, and foster greater acceptance of newcomers within the receiving society.

Protect peripheral intravenous catheters: a study protocol for a randomised controlled trial of a novel antimicrobial dressing for peripheral intravenous catheters (ProP trial)

IntroductionPeripheral intravenous catheters (PIVCs) are the most commonly used vascular access device in hospitalised patients. Yet PIVCs may be complicated by local or systemic infections leading to increased healthcare costs....

Using patient portals for large-scale recruitment of individuals underrepresented in biomedical research: an evaluation of engagement patterns throughout the patient portal recruitment process at a single site within the All of Us Research Program.

To evaluate the use of patient portal messaging to recruit individuals historically underrepresented in biomedical research (UBR) to the All of Us Research Program (AoURP) at a single recruitment site. Patient portal-based recruitment was implemented at Columbia University Irving Medical Center. Patient engagement was assessed using patient's electronic health record (EHR) at four recruitment stages: Consenting to be contacted, opening messages, responding to messages, and showing interest in participating. Demographic and socioeconomic data were also collected from patient's EHR and univariate logistic regression analyses were conducted to assess patient engagement. Between October 2022 and November 2023, a total of 59592 patients received patient portal messages inviting them to join the AoURP. Among them, 24445 (41.0%) opened the message, 8983 (15.1%) responded, and 3765 (6.3%) showed interest in joining the program. Though we were unable to link enrollment data with EHR data, we estimate about 2% of patients contacted ultimately enrolled in the AoURP. Patients from underrepresented race and ethnicity communities had lower odds of consenting to be contacted and opening messages, but higher odds of showing interest after responding. Patient portal messaging provided both patients and recruitment staff with a more efficient approach to outreach, but patterns of engagement varied across UBR groups. Patient portal-based recruitment enables researchers to contact a substantial number of participants from diverse communities. However, more effort is needed to improve engagement from underrepresented racial and ethnic groups at the early stages of the recruitment process.

Green Human Resource Management and Its Impacts on Competitive Advantages in Private School

Industry growth and technological advancement have increased concerns about the environment. These concerns require companies to adopt environmental practices in their business operations. Green practices in human resources are important. However, there was no study on environmental adoption in human resources in Cambodia. The research aims to assess the extent of green human resource management practices and the relationship between these practices and competitive advantages. Researchers randomly selected a total of 100 teachers from private schools in Siem Reap province, Cambodia, for interviews. A Likert scale ranging from 1 to 5 was used in this research, with 1 indicating "strongly disagree" and 5 indicating "strongly agree." A descriptive statistic tool (mean, frequency) and an inferential statistic (multiple regression) were employed. The data was analyzed with descriptive and inferential SPSS tools. A high degree of green human resource management was found to be implemented. Green human resource practices, including staff recruitment and selection, training and development, staff performance appraisal, staff empowerment, and staff communication culture, were found to significantly and statistically predict competitive advantages. Further research should be conducted on green practices in private schools and other sectors, as well as in different geographical areas.

Exploring barriers to care home research recruitment during the COVID-19 pandemic: The influence of social media recruitment posts and public sentiment.

Recruitment of care home staff to research studies is recognised as challenging. This was further exacerbated by the COVID-19 pandemic and the associated negative media portrayal of care home workers. Social media use has surged since the onset of COVID-19 lockdowns, offering a plausible approach to understanding the barriers to care home research recruitment and gaining insight into public perceptions of care home workers. To utilise comments from two Facebook recruitment posts to: 1) gain an understanding of potential barriers to recruitment of healthcare workers (HCWs) in UK care homes, and 2) explore public sentiment towards care home research and care homes in the context of the COVID-19 pandemic. This cross-sectional study analysed comments from two Facebook posts (available June-October 2021) advertising a separate study on psychological support for care staff during the pandemic. This study was situated within a larger investigation into the mental health and wellbeing of care home staff and employed both qualitative analysis and quantitative methods (word count and correlations between words used and between posts). Three themes were identified from the qualitative analysis: support, mistrust and blame. There was a greater use of words associated with support and negative emotive words in post 2. Post 2 comments featured significantly more choice words and first-person singular pronouns than post 1 which indicated a resentful sentiment from those who advocate freedom of choice and control. Discussion of mistrust towards researchers was most prominent in post 1 indicating the importance of relationship building between researchers and HCWs in UK care homes. With attribution to blame, there was a larger range of negative emotion words than positive emotion words. Taken together our findings offer novel insights into why recruitment to care home research during the pandemic including the use of social media might be problematic. Social media is a useful tool for recruitment but should not be considered as a one-time input. Researchers should pro-actively engage with the study population from the start using co-design with resident and public groups to support recruitment and ensure these populations are accurately represented within research.