As you start building your recruitment presence online, more caregivers will start becoming engaged and familiar with your brand. By establishing a strong employer brand online, you’re likely to see an increase in the demand for jobs with your agency.
#2: Re-engage with past candidates.
Are you using an applicant tracking system (ATS)? If not, you should consider whether it would be useful for your agency.
An ATS software can save your staff a significant amount of time by automating processes in your recruitment workflow. It can also provide you with an extra way to recruit candidates.
An ATS software is a great tracking tool to see who’s interested in a job, who has previously applied, or who’s worked for you in the past.
With this wealth of information at your fingertips, it’s simple to re-engage candidates or share your openings with those who might be interested.
Let’s consider the warm leads for a second. Perhaps you’ve had a caregiver apply to your agency in the past couple of years, but at the time, it wasn’t the right fit (maybe the accepted another role or didn’t have the experience you required at the time).
Now, as you’re actively looking for more caregivers, you realize that you have a database full of them. Even if they didn’t previously accept a job with your agency or weren’t qualified at the time, it doesn’t hurt to reach out and see where their career is at and if they’re in search of a new role.
You never know where a simple conversation might lead.
#3: Use QR codes that link to your online application.
However you advertise your jobs – direct mail, social media, posters, presentations, etc. – it’s a good idea to include a QR code to your online application.
We’ve continuously heard from caregivers that their primary source of technology when applying to jobs was/is through their smartphones. By making it easy for them and adding a QR code, all they have to do is scan and complete – they’re not jumping through any hoops.
#4: Bring caregivers to jobs fairs.
When your agency attends a career fair, you probably send people from your management and/or office staff team. While that’s a non-negotiable, you should also consider asking caregivers to participate.
We’d suggest asking 1-3 caregivers to join depending on the size of the event and the number of booth visitors you anticipate.
Having caregivers join you at a job fair will allow potential applicants to ask more in-depth questions and get a better sense of what it’s actually like working for your agency. Caregivers know their roles best and having them there will allow for deeper connections and bonds.
#5: Test your application process as a secret shopper.
Is your agency facing problems with the recruitment process that are causing applicants to drop out before even applying? Unless you’re continuously acting as a “secret shopper” for your own agency, or an applicant informs you of any problems, there’s no way to truly know.
Becoming a secret shopper allows you to recognize growth opportunities or problems in your recruitment process. But, even more importantly, it gets you thinking about this question: “If you were a caregiver and had your pick of jobs, would your agency’s application process make it to the top of your list?”
Here are some of the steps we suggest as you try and answer that question: