Salaries and costs
Pay in Aberdeen reflects demand for experienced staff and the pull of the wider energy economy, so rates often sit a touch above parts of Scotland with shorter commutes. Support workers tend to earn £11.50 to £15 per hour, depending on setting and shift pattern, with sleep-ins and waking nights paid at agreed uplifts. Senior support workers and team leaders often sit between £24,000 and £30,000, with care home seniors and community leads sometimes higher if they carry rota or medication duties. Registered nurses in care settings are commonly paid £20 to £26 per hour for agency shifts, with permanent packages shaped by NHS Grampian benchmarks and local supplements. Registered managers vary widely, with typical ranges of £38,000 to £55,000 where CQC-style compliance responsibility is heavy, and occupancy targets matter. Recruiters will talk through agency costs, temp margins, and permanent recruitment fees, which usually range between 12% and 20% of basic salary for non-executive roles, with retained or search models priced on a case-by-case basis. Clear budgeting for pay rates, unsociable hours uplifts, mileage for community work, and onboarding costs helps employers lock down offers and reduce dropouts.
Qualifications
Care workers benefit from SVQs at Levels 2 or 3 in Health and Social Care, with service leads often holding Level 4 or management units. Nurses require NMC registration, yearly revalidation, and current clinical competencies for tasks such as PEG feeding or catheter care, where relevant. Many services require moving and handling, medication administration, safeguarding, and infection control certificates, which must be kept current through annual refreshers. For children’s services, Protection of Vulnerable Groups checks and safer recruitment training are standard. Recruiters will screen for the right mix of SVQs, practical training, and recent references, so hiring managers can quickly compare like-for-like candidates.
Regional or geographic variations
Aberdeen has pockets where travel time shapes rota design, with Dyce, Bridge of Don, and Westhill affected by shift patterns linked to industrial estates and the airport. Teams covering Altens, Tullos, and Portlethen often need drivers, since public transport can be thin on late finishes. The AWPR, A90, and A96 corridors make on-call coverage easier for some services, thereby widening the candidate catchment for nights and weekends. Coastal villages and rural Aberdeenshire bring longer runs for home care, so rates and mileage policy should be set out early to avoid failed starts.
Local hiring challenges
The labour market is tight for experienced carers who can cover complex needs, with learning disability teams and mental health services competing with supported living and residential care. NHS Grampian recruitment flows affect care home availability, with newly qualified nurses choosing rotational posts before considering the independent sector. Retention hinges on stable rotas, predictable pay, and supportive supervision, so employers who publish rotas two to four weeks in advance tend to hold on to staff for longer. Recruitment consultants will flag notice periods, PVG timelines, and right-to-work checks that can stretch start dates, which makes talent pooling and pre-booked training a wise move.
Key sectors or employers in the region
The city hosts large care providers and specialist services aligned to Aberdeen Royal Infirmary, Woodend Hospital, and Cornhill Hospital. Adult social care spans older people, dementia, learning disability, autistic people, and supported living, with community teams working across AB postcodes. Local authorities and commissioned providers set the pace for home care volumes, with shifts clustered near the city centre, Kingswells, and suburban estates that suit car drivers. Employment firms with social care teams understand which services have stable rotas and which need surge cover during winter pressures, so businesses can plan ahead.
Regulatory or compliance standards
PVG membership is required for regulated work with children or protected adults, and recruiters will keep audit trails for updates and scheme records. Nurses must meet NMC requirements, and managers align with SSSC registration rules, supervision records, and service improvement plans. Safer recruitment checks include identity, right to work, references, gaps in employment, and fitness to practise where relevant. Many clients request COVID and flu vaccination status for certain settings, along with mask-fitting information when policies require it. Agencies brief candidates on lone working, incident reporting, and medication protocols, which helps teams slot in without disrupting care plans.
Roles and career paths
Typical roles include support worker, senior support worker, care assistant, team leader, community carer, and service coordinator. In registered settings, you will see deputy manager and registered manager posts, with opportunities in learning disability services, mental health recovery, and extra care housing. Qualified nurses can move into clinical lead roles within care homes, while experienced seniors can progress into scheduling, quality, or training positions. Recruiters can map a pathway from bank shifts to permanent posts, helping jobseekers plan SVQ progression and giving employers a steady stream of familiar faces for succession planning.
Temporary, permanent, and contract work
Temp agencies supply short-notice cover for sickness, annual leave, and winter peaks, with minimum shift lengths often set at six to eight hours. Contract work can support step-down units or time-limited projects tied to commissioning cycles. Permanent hiring suits services that value continuity, especially in key roles such as family liaison and behaviour support. Employers can register with an agency to build a balanced workforce, with a mix of bank, agency, and permanent staff to maintain safe staffing during rota gaps.
Recruitment fees and engagement
Most recruiters offer contingent terms for standard roles, with rebates linked to start date and length of service. Executive search may suit registered manager appointments or multi-site leadership roles, where a retained project secures deeper market mapping and passive candidates. Agree on service level expectations up front, including CV turnaround, interview slots, and references, so both sides know the plan. Clear briefing notes on service user needs, rota patterns, and lone working policies help consultants filter candidates and reduce interview no-shows.
Market and trend snapshots
The workforce in Aberdeen values predictable schedules and paid travel time in community roles, so the pay structure matters as much as the hourly rate. Weekend and night premiums attract multi-skilled carers who can handle personal care and complex needs, which reduces reliance on multiple staff per visit. Training budgets that cover SVQ units, medication refreshers, and positive behaviour support have a measurable impact on retention, since staff see a route to higher pay and responsibility. Employment firms report steady demand for drivers with business insurance and an increase in requests for male carers for matched care packages, where personal dignity is better served by choice.
Common job roles agencies recruit for in this sector
Agencies place support workers for learning disability services, care assistants for older people’s homes, community carers for domiciliary care, senior carers for floor leadership, nurses for nights and days, and registered managers to keep services compliant. Scheduling coordinators, trainers, and quality officers are regular hires when services grow, caseloads or new units open. Social care recruitment agencies in Aberdeen can scale teams quickly during winter and post-discharge initiatives, which keeps occupancy and care hours on track for local businesses.
Quick facts and frequently asked questions
What checks do social care agencies complete in Aberdeen?
PVG membership, right to work, references, and role-specific training are verified before placement.
How fast can an employer hire through a recruiter?
Temp cover can be the same day once compliance is in place. Permanent hiring usually takes 2 to 6 weeks, depending on notice periods.
What are typical agency fees for permanent roles?
Many recruiters work between 12% and 20% of their basic salary, with senior or retained projects set by agreement.
Do candidates pay to register with an agency?
No. Reputable recruiters charge the employer, not the jobseeker.
What shifts are most in demand in Aberdeen?
Evenings, weekends, and waking nights see the strongest demand, followed by early mornings in home care.
How can employers improve retention?
Publish rotas early, offer training and mentorship, pay fairly for travel and nights, and maintain regular, constructive supervision.
Do agencies cover rural Aberdeenshire as well as the city?
Yes. Coverage usually follows the AWPR and main routes, including the A90 and A96, with drivers prioritised for remote runs.
Are travel costs paid in community care roles?
Most providers pay mileage at an agreed rate, with time between visits often addressed in the contract or rota policy.
How do social care recruitment agencies help with compliance?
They verify PVG and professional registrations, keep training up to date, and brief candidates on service policies so audits run smoothly.
Can job seekers move from agency shifts to a permanent role?
Yes. Many employers convert reliable agency workers to permanent posts when rotas stabilise, and candidate fit is clear.