It’s hard to find and retain good caregivers.
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.
Your staff is your greatest asset; they give you a competitive edge. The domino effect of turnover begins when executives stop caring about their employees. Here are some for hiring managers to successfully attract senior living caregivers:
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 of questions and submit. You should not, however, have a complicated form where candidates have to manually write out their entire CV.
Promote
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 exclusively for job-seekers. If you’re trying to establish your community as the best place to work, social media is the best way to start.
Communities should also 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.
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 and it is way more cost-effective than spending months on the job boards.
Be consistent when screening
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
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.
Use a recruitment firm
Sometimes it’s hard to find THE one. If you need access to the top talent in the industry, sometimes a recruitment firm is the only way to tap into that Rolodex.
(P.S. If you’re looking for senior living executives, we have the connections. Check our services out here.)