Employee recruitment is a hot-button issue that isn’t new to the industry. The volatility of last year certainly hasn’t helped. In particular, it’s hard to find and retain good caregivers.
Because most of these jobs don’t require extensive qualifications, and because of the sheer volume of applicants, many communities have come to view caregivers as transient commodities.
The reality is, your staff is your greatest asset; they give you a competitive edge. As with any poor hire, the domino effect of turnover begins when executives stop caring about their employees.
Here are some for hiring managers on successfully attracting senior living caregivers to your community.
Promote online
Though many providers usually have a company presence on Facebook, Twitter and Instagram, it’s a good idea for brands to make a separate careers page for job-seekers. Communities should monitor their online reputation, especially on Glassdoor. It’s not uncommon for a candidate to bring up a review they saw online during an interview, so make sure you’re aware of what’s currently out there.
Make applying easy
It’s one thing to request a cover letter, but another to demand the candidate retype out their entire resume on the website. This isn’t going to weed out bad candidates, but it will weed out everyone who isn’t desperate. You should have a section where candidates can attach their materials, answer a couple questions and submit.
*Pro-tip: Don’t include assessments on the application until AFTER the phone screening.
Start an employee referral program
Offer a given incentive for successful referrals. Caregivers referred by others are typically more qualified and are worth investing in. Even if it’s just a couple hundred dollars per hire, it’s enough to get the ball rolling.
Be consistent in your screening process
Once you find what works for you, consistency is key. The onboarding process shouldn’t vary too much from candidate to candidate; and if it does you may notice inconsistency in your new hires. Caregivers have to work closely with the seniors, so you’ll want to make sure you always conduct background and reference checks. Be transparent about what the job entails and let them know the pay expectations early on.
Job fairs and caregiver events
Virtual or not, have your caregivers represent the community in job fairs. Your current staff is going to be your strongest recruitment tool. Enlist personable employees that naturally demonstrate to them the value of working for your community.