In today’s competitive candidate market, to successfully compete for hard-to-fill positions, you must have a diverse recruitment strategy that begins with identifying where your desired candidates actually live and breathe. It’s common knowledge that the vast majority of Americans own a cell phone or smartphone of some kind. Consequently, mobile applications give candidates a much more efficient, job-seeking process right at their fingertips. If your company requires longer applications that take place in the office, a dedicated kiosk (a simple laptop or iPad) should be considered as well. This both provides a solution for the candidates and gives recruiters a chance to conduct the prescreen, interviews and other necessary paperwork all within the same day.
In the case of the home healthcare industry, though integrating technology into the job posting and application process is critical, it is equally important for employers to directly entrench within the communities where home health aides (HHAs) live and work. This segment of the community is tight-knit, and their support systems are critical and meaningful to them due to their strong desire to share their experiences with peers. Employers and recruiters should have a clearly defined social media strategy to engage both candidates and existing staff. Social media platforms are great avenues to promote employment opportunities, show company culture visually, promote community involvement and give testimonials. There are also countless online forums and blogs for different industry verticals that can utilized to gain a better understanding of what potential candidates are passionate about, how they like to be rewarded and recognized, and insight into their career goals and aspirations.
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Technology is driving every aspect of our lives. Think about it — we can find employment opportunities with three clicks of a mouse, we shop more online than we do in retail stores, and we make restaurant choices based on online ratings. In order to remain competitive, employers should look at how they personally utilize basic technology on a daily basis and determine what type of investments in their infrastructure and integrated systems are needed. Partnerships with local schools, government agencies and referral-based programs should be integral components of a successful recruitment strategy.
Lastly, it is important to mention that becoming an “employer of choice” isn’t just the responsibility of the HR department. A company’s ability to attract and retain employees should be a part of every single department’s business objectives. For example, while HR is partnering with technology providers and agencies to increase access to workers, marketing can be used to drive online digital and content marketing campaigns. Simultaneously, current employees should be encouraged to become company brand ambassadors, share their own stories on social platforms, and advocate to others the value and meaning they derive from their work. The bottom line? The workforce shortage and recruiting challenges should be shared and aided by everyone in an organization, no matter what level or position.
