It seems like there are job openings everywhere we look. As a matter of fact, there are a minimum of 10 million job openings across the United States right now. One industry struggling to solve their recruitment crisis is senior care. But what can be done to solve this problem? Hire anyone who walks through the door or applies online?
Recruitment 101
Recruiting the best talent out there involves going back to the basics – what works best for your organization, and adding in some new techniques and technologies. Recruitment is a rather lengthy process, so it’s best to “always be recruiting”. It refers to the overall process of identifying potential talent, attracting them to apply, and then screening, shortlisting and interviewing them to find the best fit.
Risks Associated with Poor Recruitment
Not having enough help isn’t the worst outcome of poor recruiting programs. It can get much worse than that. Senior care is about taking care of elderly, chronically-ill, cognitively impaired and vulnerable people.
Without enough hands-on care, they are more likely to receive substandard care. And when there aren’t enough employees on the clock, someone has to pick up the slack and that means heavier workloads for the dedicated staff that are doing their job. Ultimately, resident satisfaction suffers as well.
It’s also been shown in research that working short-staffed increases the risk for more falls, medication errors, and pressure injuries. These not only put seniors at greater risk for harm, but may land the care facility in hot water legally, ethically, and financially.
Other risks associated with poor recruitment and not having enough help is increased stress, burnout and employee injuries which are also associated with poorer resident outcomes.
Tips for Building a Better Recruitment Program
The best recruitment programs are the ones that never stop in their recruitment efforts. Recruiting is an ongoing and never-ending process. This is especially true in senior care where the turnover rate is higher than it has ever been and efforts to attract new talent is an ongoing challenge.
In order to successfully recruit the best talent out there, you’re going to need some valuable resources and a plan.
Be The Best in Your Market
Without a doubt, and if you believe in the Law of Attraction, you can recruit the best by being the best. Think about it. What kind of reputation does your organization have? What does the community think about you? Would they trust you to care for their loved ones?
Being the best means you provide the best care and quality to your residents, you treat your employees like the valuable people they are and your workplace culture is healthy, positive and supportive.
Recruit from The Inside-Out
To build employee morale and confidence, it’s best to look for talent among your current staff members, especially if they have been loyal and have been with the company for some time. Who are your best employees and can they make a leap into a bigger and better position?
If, for some reason, you can’t find the right fit from the inside, it’s time to search for candidates on the outside. The best employees in senior care may be employed somewhere other than senior care. Don’t be afraid or hesitant to look into different industries. Talented people can be trained. You may also want to search for new talent among your competitors and offer them something they don’t already have.
Get Social. Really, Really Social.
The majority of current employees as well as those seeking new opportunities are searching online, and specifically on their phones. Your company’s website needs to be phone-friendly, user-friendly and attractive. Those interested should be able to fill out a simple application in less than five minutes.
Your organization also needs a presence on every platform possible including Facebook, LinkedIn, YouTube, Tik Tok (it’s not for just kids anymore!), Instagram, Twitter and Snapchat. These tools should act like magnets, pulling in and attracting potential hires.
Caste a Wide Net
You never know who you’re going to meet. The best recruiters will begin by targeting specific places to look for talent like nursing schools and job fairs. But they don’t stop there. Recruiting can be done in common places that some recruiters may not think about like churches and places of worship. Why? The majority of healthcare professionals belong to or attend them weekly. Most people in such places know each other, look after each other and will spread the news about your open position.
You can also visit high schools, community colleges and universities and present on careers in senior care with great enthusiasm and passion for the industry. Joining local social or business clubs and organizations can be helpful in searching for new talent. Your local Chamber of Commerce is a great place to network and look for talent. You may also want to provide internships for managerial and supervisory positions.
Offer Something Different
What do most new hires want? They want to feel like they fit in and belong. They want to feel like they matter, have a voice and make a difference. They also want to be treated fairly and feel like they are valued. So, give them what they want and need!
Potential hires may be attracted to perks and special incentives that you offer and your competitors don’t. For those who want or need to work on weekends – offer differential pay. Offer the same for those interested in working second shift. You can fill gaps in difficult shifts by paying a bit more.
Develop and maintain a solid employee referral program. Some companies try this and then let it fall apart. The fact is, your staff know who is looking for jobs out there and who will be a good fit for the organization. Develop a plan, educate your staff and pay the appropriate incentives when an employee refers a potential hire who becomes a new team member.
Recruit by offering an exciting comprehensive employee wellness program. Most healthcare professionals, particularly younger ones, are motivated by opportunities to improve their health and well-being. This may include a membership at a local gym, stress management classes, massage therapy, cooking and nutrition classes, and continuing education in multiple areas of physical and emotional health.
Final Thoughts on Recruiting in Senior Care
Employee turnover is very high in senior care and it is a constant challenge to identify, attract, screen, shortlist and interview candidates who will transition into productive and positive staff members. Recruitment is tough. The only way to approach it is to have lots of resources, ideas, and a plan. But you can be successful by being the best, searching inside the organization first, being web-savvy, looking in places most recruiters don’t, and giving potential hires what they want.