Does this sound like you? You are looking for quality candidates for your community, and you needed them yesterday. As tempting as it is just to fill a shift, it is important you know your candidates are going to stick so you do not keep filling a bucket with a hole at the bottom.
Maybe you are looking for an applicant management system that will bring in quality candidates. In this article, we will explore SeniorVu’s job applicant management software as well as four strategies for hiring better candidates for your senior living community.
Discover ways to maximize your time.
One strategy is relationship based, although it is more time consuming. To hire a good candidate, it takes recruitment, relationship building, going to nursing schools, community colleges, and chasing applicants around for five to ten hours a week. Reach out to department heads about job opportunities for their students interested in the medical field. Many students need a part time job during school, and would prefer an opportunity within the field.
Another way to save time when hiring is to have a speed-to-lead approach to applicant management. With SeniorVu, you can connect with qualified applicants in minutes, instead of days. SeniorVu’s speed-to-lead technology connects your community with qualified candidates in under five minutes. Your community can cut its applicant response-time-to-hire with our US-Based contact center. Our Family Advocate Mentors will call the applicant 10 times, so quality leads are never dropped.
Keep your team informed in a timely manner. SeniorVu’s applicant management system allows you to receive automated scheduled alerts and updates to your HR System. Analyze and track inbound and outbound calls, applicant status, and community comparisons to maximize your recruitment spend.
Make sure you know your ideal candidate
If they do not have the right background, they are not going to fit. Hire a recruiter or agency. This is an effective way to fill your positions, although it is costly. Keep in mind some caregivers will leave your company just to go to an agency and end up back at your company. The only difference is that you will have to pay them more since you are going through the agency.
Another solution is to hire a third party at a lower cost than a recruiter or agency. SeniorVu’s applicant management system pre-qualifies the candidates for you before they get to the interview stage of the hiring process. The qualifying questions are customized specifically to your community’s needs.
Find out your contact rate for new applicants.
This is an important metric you should be tracking in your recruiting efforts. What is your contact rate for new applicants? 69 percent of jobseekers in senior living complain about employer response time. On average, it takes communities five days to connect with an applicant, and by that time, many applicants have moved to another community. This is especially true in today’s job market, where applicants have numerous options.
Hire referrals for better retention
One of the best ways to keep better candidates for longer is to hire referrals. The advantage to referrals is that you know the hire already aligns with your culture and your mission, and someone on your team can vouch for who they are as a person. Referrals are five times more likely to be hired.
Referrals also generate the best ROI. 82% of employees rated referrals above all sourcing options as yielding the best ROI. It also can produce better retention, with 45% of employees sources from referrals staying longer than four years. Referrals also cut your time filling a position. On average it takes 60 days (about 2 months) to fill a position, whereas referrals come in at 35 to 40 days (about 1 and a half months).
According to SHRM, employee referrals continue to be employers’ most desired source of hires, on average delivering 30 percent of all hires overall. Consider adding a referral program to your community for better retention overall.