#4: Test your own hiring experience.
Would you be enticed by your own recruitment experience? It’s a big question, but one worth asking. Fortunately, there are ways to test this.
Think of yourself as being like a secret shopper. You hop online, find a job ad from your company, and go through the motions of applying. This gives you the opportunity to note anything that might be inconsistent or inconvenient, and then act on simplifying the process.
Like we mentioned before, most applicants are using their phone to apply. Is your process mobile-friendly? That’s something you’ll want to keep in the back of your mind as you experience your process firsthand.
In the early days of Wikipedia, the volume of articles being published was incredibly low and the website was struggling to take off. At his wit’s end, Wikipedia’s founder Jimmy Wales decided to go through the publishing process himself by trying to submit an article he wrote. He was shocked at the level of friction in the process, which included more than seven levels of review. He shortened the process drastically; within weeks, the number of articles being published increased exponentially and the site rapidly grew to become the fountain of knowledge we know and use today.
While Wikipedia is a wildly different business model than a home care agency, the principle holds true: as a business owner, sometimes you need to test out the business’ processes yourself.
#5: Have a dedicated process.
Recruitment is a tricky game to play – but by having a dedicated process, you’ll likely experience fewer bumps in the road.
Hand-in-hand with testing your experience is making sure that applicants don’t have to jump through any hoops. You want to make the process as simple as possible.
By putting people at the center of your business and asking the question, “What can I do to be the best employer in my market?” you’ll be able to increase satisfaction and retention in the blink of an eye – or seemingly so. Of course, having this mindset is the first step, but taking action is next.
First, you’ll want to be intentional about the process by responding to all applicants, no matter their background or experience. Since they’re taking the time to apply, you should be taking the time to respond, even if it’s a simple “Thanks for applying. We’ve decided to move forward with other candidates…” email or text. Consistent communication (even with rejected applicants) plays an often-hidden role in building your employer brand within your community.
Another important thing to note is that we’ve often found that the first agency to respond to an applicant is usually the one that wins the hire. There are a lot of opportunities out there and applicants are likely firing off their resumes.
In fact, 90% of applicants responded to agencies who contacted them within the first 24 hours of submission.
According to Robinson, companies that have a dedicated onboarding have 70% of new hires wanting to stay for three years or longer.
With the average home care agency losing 60-70% of its care team each year, this statistic is remarkable.
#6: Simplify through automation.
The initial screening of applicants can be a drawn-out process, and with time constraints on top of that, making sure that the quality and consistency match up can be a difficult thing to do.
One round-a-bout way to solving this is by using an applicant tracking system (ATS). It’s a system that allows hiring managers to post job ads, manage applicants and oversee each part of the hiring process from a single platform.
The ability to automate the initial screening will take you above and beyond and generally just give you more time to focus on other areas of the recruitment and retention process.
From here to there
As most agencies can attest, recruitment isn’t something that happens overnight. It’s a process that has to be nurtured based on the applicants you’re targeting and the direction you want your agency to head in.
You’ll find challenges along the way – but no matter what, it’s worth it to invest in the experience.
Have you used any of these tips? What’s worked for you in the recruitment process? Let us know in the comments.