In your advertising, set clear expectations of what to bring and what to expect. Ensure that they bring a resume, work references, and information for background checks. Make sure they know that they’ll have the chance to mingle with staff and ask questions but that they should also be ready for a formal interview. Let them know that interview will be first come, first served.
Implement COVID-19 precautions. With COVID-19 sticking around for a long time to come, it’s important to set best practices to limit transmission. By requiring everyone to wear a mask, stand at least 6 feet apart, and refrain from typical business interactions (such as handshakes), you’ll be able to keep everyone safe. You could also limit the number of people allowed indoors and have people sanitizing anything that might be frequently touched. You’ll also want to make sure you’re abiding by any local restrictions on meeting size, and in some cases, you may even need to resort to a virtual option.
If possible, have applicants RSVP. Having a ballpark estimate of how many people to expect will make your logistical planning easier. Tools like Google Forms make this easy.
If you’ve planned the event thoroughly, you’ve set yourself up for success. Here’s what to do during the event to make sure it goes as well as possible:
Provide an area to mingle and eat, as well as room(s) dedicated to interviewing. You should also have computers set up on the side to take down applicants’ information and conduct online pre-employment screening.
While you and your management team interview, let your staff mingle with candidates and answer questions. Letting them interact with your caregivers is the most powerful way to demonstrate the benefits of working for your company. It allows them to see the kind of people they would be working with, hear real experiences, and get honest takes on what it’s like to be a caregiver.
This also gives your staff a chance to help in the screening process. They may be able to give you a second picture of the candidate (in addition to the interview) to help you make a good decision about whether to hire them.
When interviewing, have a bank of interview questions prepared and plan for 15-minute interviews, but be flexible with time and questions.