When we think about our hiring practices we want to look at them as a cohesive process. A process is series of actions or steps taken in order to achieve a particular end. We need to apply a structured methodology for designing, reviewing, and tuning our hiring process.
Design Around Your Candidates
What may seem obvious in theory, is hard in practice. We should design our hiring process to be caregiver-centric as opposed to company-centric. If you fail to adequately take into account your candidates concerns by focusing on your company’s needs first, you won’t maximize your volume and conversion of candidates into new hires.
What are signs that you need to review your hiring process?
- You ask yourself, “what’s a hiring process?”
- You have a hiring process that feels broken, with an candidate to hire ratio lower than you hoped for
- You need to hires caregivers fast, but you lack a repeatable or scalable process.
- Hiring new caregivers is unpredictable.
- It costs you more in time, advertising, and turnover to acquire a new caregiver than the revenue you are able to generate from the average caregiver.
- Your schedulers are unhappy with your recruiters and want more caregivers.
- Your recruiters are completely “busy”, but the things they are doing aren’t clearly leading to a new hire.
- You are unable to demonstrate the ROI of your hiring efforts.
Stay tuned for more on creating your caregiver-centric hiring process!
Photo by Joshua Earle on Unsplash