Best Tips of Recruiting for your Senior living Employees
Senior living facilities provide safe and compassionate care for seniors in America. Caregivers at these facilities assist with support, medical treatment, and helping senior residents with their daily tasks, including eating, getting dressed, and bathing. Senior living employees at assisted living facilities have several crucial responsibilities and are central to the facility’s day-to-day operation.
Hiring the right senior living employees at senior care is a top priority. It means finding someone who not only meets all the qualifications but also has a caring spirit that aligns with your organization’s culture and mission for offering quality service and care. As such, managers need to ensure such facilities have adequate staffing levels.
As a senior living provider, you probably have qualms about hiring senior living employees outside the industry for fear of not finding suitable candidates. However, this shouldn’t be the case. You may feel it’s best to poach employees from other senior living facilities since they are already trained and certified. By doing so, you are inadvertently limiting your choices and options for hiring.
However, it’s possible to teach someone new to undertake senior living specific tasks. Providing one-on-one training usually pays off in the form of employee loyalty, as well as them being trained in how you do business. You may find that some of the best hires aren’t from within the industry.
We live in a well-connected world with social media essentially running things. Businesses worldwide have turned to social media to make sales and turn profits. Having a robust online presence as an ALF is crucial.
Leveraging social media platforms like Facebook, Twitter and YouTube can help you showcase your facility’s operations and environments. You can also use the various platforms as a recruitment tool by posting career opportunities on different social sites. Your job vacancies have the potential to go viral, which can lead to increased recruitment.
Job application in healthcare is usually daunting, but it doesn’t have to be so. As an ALF, you can streamline the application process by ensuring your applicants have an easy time. If a qualified candidate applies for a position in your facility, the documentation can be obtained later when interviewing.
It’s also standard practice to define your expectations during the interview process. For instance, inform them how quickly the facility anticipates making hiring decisions. You can also offer the prospective hires feedback on their interview.
If you already have staff members, you can engage with them to find other qualified candidates working in other facilities. You can use the contacts you have in your facility to seek recommendations. This not only helps build staff loyalty, but it also helps you locate top talent.
It is absurd to assume that any part-time senior living personnel will stick with a company for the long run in the current environment. Due to intense industry competitiveness and the necessity for employees to keep expanding and developing professionally, this is especially true for younger part-time workers.
If your new hires exhibit the same behavior, it could be necessary to modify your expectations. Yet, your odds of keeping a new hire around for longer periods start to rise if you are able to keep them for a year. Increase retention rates during this one-year period, for example, by offering better benefits and more flexibility.