Building a Caregiver-Centric Hiring Process

These steps are involved:

  1. Identify your caregiver candidates
  2. Create a diagram of how a caregiver would ideally like to find a job—their job search process
  3. Add the steps your company can take to address the steps in their job search process
  4. Add the actions your team will take in your hiring process that map to the job search process
  5. Make sure next steps for the candidate are obvious between each action your team takes
  6. Define your qualification criteria. What do all candidates need to have? What are ‘nice to haves’?
  7. Decide who on your team is responsible for what steps in the job search process
  8. Select technology/software to automate as much of your process as possible

Understand your caregiver candidates

Most senior care providers have a hiring process of some sort but candidates just seem to get stuck at different points a long the process. The fundamental issue is we have to think about what will motivate candidates to move on to the next step in the process.

Generally leaks in your hiring funnel are a sign that your process is too company centric and would benefit from being more caregiver-centric. To ensure your hiring process will work for your candidates, map out their ideal job search process. This will ensure you can best meet their needs, issues, or questions as they arise before they decide to work with you.

What triggers a caregiver to start job searching? Where do they go first? How do they prefer to communicate with each other and with employers? How many jobs do they apply to at once? What is their timeline before they need to accept a new job? These are good questions to start with to map the job search process.

Meet your caregiver candidates’ needs

Once you have better understood what triggers a caregiver job search, the exact steps involved, and how the caregiver would ideally like to move through each step, take a moment to determine an action your team can take at each step to meet the caregiver’s needs at that point in the process.

Once you’ve understood the job search process can you overlay your own process from a company perspective. Later on when we want to measure and instrument our process, we’ll want to track how many candidates went through each action and how many were successfully able to advance to the next step.

This is called your Conversion Rate.

Make sure there are no leakages or unclear steps

One of the most common problems plaguing senior care providers is not having clearly defined actions to advance caregivers between steps.

Each step must have a clear call to action to bring the caregiver to the next step.

For example, a company recently signed up for ChirpyHire, and received over 200 candidates interested in working for them in less than a week! To the detriment of this company, these candidates have been contacted yet. They are sitting there untouched, getting less engaged and less interested each day. Many potential hires can be lost if there isn’t a clear step in your process to move them forward.

Another common problem, is recruiting activities that don’t clearly relate to the process. The old spaghetti method—throw a bunch a things at the wall and just see what sticks! I strong believe no senior care provider can afford any recruiting activities that don’t clearly contribute to the process of turning a candidate into a new hire.

Qualification Criteria

This is an idea drawn from the world of sales. In sales leads are qualified by marketing so that sales only reaches out to those that have potential to be a good fit. Similarly in caregiver recruiting, we need to know the qualifications caregivers must have to be a potential hire. We can’t afford wasting time on unqualified candidates.

Get the relevant members of your team together and answer this question, “what must each caregiver have in terms of skills, experience, credentials, schedule, to be hired by us?”

One mistake I see a number of senior care providers making is being too stringent on their technical qualification criteria. They overemphasis technical qualifications without any insight into the caregiver’s personality, character, and emotional intelligence.

Your caregiver’s emotional intelligence is hard to teach. Caregivers can get a new TB-Test or CPR test much more easily.

Determine a quick and effective way to know if the caregiver has the emotional and mental skills to be a compassionate caregiver. If they are missing technical qualifications but are a great fit otherwise, follow up with them over time. They are too valuable to turn away immediately and you don’t want to tarnish your employer brand in their eyes by ignoring them.

Give out responsibilities

Make sure there is a clear department, team, or team member in your organization that is responsible for each step. Make sure to co-locate steps that make sense in the same roles or teams.

Make sure they are properly measuring, reporting, and incentivized based on the number of candidates they process and their conversion rates.

Select technology/software

To ensure your caregiver-centric hiring process is scalable, you need to automate as much as possible how candidate data flows from one step to another.

As of today, there is no one vendor that provides all the tools you’ll need to automate a caregiver-centric hiring process, so you will need to combine products and services. You might need a two-way text-interview tool like ChirpyHire as well as a robust Applicant Tracking System.

It should also not be lost that selecting software is the last step in this process. Software enables a caregiver-centric hiring process. Even the best software tools requires trained, managed, and properly incentivized users to yield improvements in your organization.

Quality Process + Quality Software Tools = Caregiver-Centric Hiring Process!

What else? Sound off on Facebook or LinkedIn on what we missed! :)

Photo by Amanda Sandlin on Unsplash

Building a Caregiver-Centric Hiring Process
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