4.5 Million Healthcare workers just quit their jobs – could it help solve the staffing problem?
If your senior living community is anything like the rest of the healthcare industry, it’s a sure bet you’re hiring right now. According to recent data, healthcare is the second largest sector affected by the “great resignation” at 4.53 million people quitting in one month.
While this feels like an alarming advent, and the burnout of healthcare workers is certainly nothing to celebrate, it still is a huge opportunity for hiring managers. Just think about it—droves of qualified, intelligent professionals are currently seeking something new and rewarding.
You might be wondering about the best way to fill your open positions with qualified candidates. The short answer? Delegate. It’s important for you to do what you do best. It’s not important for you to do everything. Outsourcing applicant management makes your job easier and gives you time to focus on what really matters—the people living and working in your communities.
Here are five things you should know about applicant management:
- Work smarter, not harder. There are lots of ways to manage the applications coming in. You could use software to stay organized, work with recruiters or staffing agencies, or even hire someone to hire people. Whatever you choose, make sure the process is easier, more streamlined, and less complicated.
- Manage your applicants as preciously as sales leads. Treat each candidate with the same enthusiasm you would show a prospective resident. Occupancy suffers when communities don’t have staff.
- Speed is key. The faster you can contact a qualified candidate the better your chances are for landing the hire (and not losing them to the competition). We all know how it goes—you snooze, you lose.
- Stop kissing frogs. The expression is something like, “You have to kiss a lot of frogs before you find a prince.” Make sure you have a system for filtering out candidates who don’t meet the basic qualifications. You don’t have time to waste with people who don’t fit the bill.
- You need to spend money to save money. Make the most of your recruitment dollars by working with experts who can help you put the best candidates in your open positions as quickly as possible. Getting (and staying) fully staffed will help break the cycle of burnout/turnover and reduce your overtime payroll.
Remember, every single person participating in the “big quit” still has cats to feed, rent to pay, or groceries to buy. While some might change industries, many will stay in healthcare and go somewhere new. Your open position might be just the change they’re looking for.
If you would like to delegate your applicant nurturing efforts, make the most of your recruitment spend with SeniorVu. Our contact center will call candidates within 10 minutes of them filling out their application, pre-qualify candidates for you, and save you time by scheduling the interview for you.
To hire and keep quality employees means looking courageously at the intersection of people and profit within your organization.
A recent article in The Atlantic describes what’s driving many in healthcare to seek a change and might provide some food for thought in these trying times:
“Health-care workers aren’t quitting because they can’t handle their jobs. They’re quitting because they can’t handle being unable to do their jobs. Even before COVID-19, many of them struggled to bridge the gap between the noble ideals of their profession and the realities of its business. The pandemic simply pushed them past the limits of that compromise.”