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Sponsored by WORKFORCE DEVELOPMENT


Work Smarter, Not Harder: Top Strategies For Successful Hiring In Senior Living


Mark Woodka, CEO, OnShift I


n effort to better understand and help providers navigate the pandemic, On- Shift held a series of Executive Q&A


sessions in June, the first one being on the topic of recruiting and hiring during and beyond the pandemic. Based on the ques- tions submitted to our experts, here are a few of providers’ top challenges and strate- gies for going up against them.


Many applicants, little time Recent economic events have meant an influx of applications for many providers. However, many are finding themselves without the time and resources to manage them. There are several best practices to put in place to help you sift through your pool and hire the best candidates for each role. First, ask pre-qualifying questions, such as


those about licensure and certification, on your application, so time isn’t wasted on those who don’t meet minimum requirements. Once you’ve identified a handful of


candidates you’d like to interview, reach out right away. I cannot stress that enough. Today’s hourly workers are often applying to multiple jobs at once and tend to accept the first job offer they get. Make a great first impression by using their preferred commu- nication method—more often than not, text messaging. Providers that use OnShift Em- ploy, our talent acquisition software (TAS), have seen success using the automated text message feature to quickly connect with applicants and get them in the door for an interview faster. Next, conduct structured, virtual inter-


views. Structured interviews allow you to objectively evaluate candidates by asking the same set of questions in the same order during every interview. And conducting


42 SENIOR LIVING EXECUTIVE JULY/AUGUST 2020


these interviews virtually not only adheres to COVID-19 safety protocols, but also al- lows you to record and compare candidates during your evaluation. There are a number of free video and chat services on the mar- ket, such as Zoom, Skype, and FaceTime. Finally, make it simple for hiring man-


agers and candidates to see where they stand in the hiring process. A TAS such as OnShift Employ can help ensure everyone has a clear view, while also automating re- peatable tasks such as forms, background checks, and follow-up reminders.


Candidates ghosting? A Glassdoor survey found that when asked what companies can do to improve their hiring process, 58 percent said they wanted more clear and consistent communication. Plus, nearly half of job seekers say they have turned down a job offer because of a poor candidate experience. If a candidate is going dark, odds are it’s


because they didn’t like something about your process and/or you didn’t reach out fast enough…or at all. To avoid this, provid- ers need to put the candidate at the center of the hiring universe. You need to start thinking of hiring staff in


the same vein as marketing to residents. Are you successfully marketing to candidates? Take a look at your hiring process and the materials you use today, and ask yourself, where can I make things easier and more convenient for the applicant? For example, hiring managers should clearly outline next steps and let candidates know where they stand every step of the way. OnShift Employ, for example, keeps candidates engaged and hiring managers on track with automated reminders to complete next steps.


When budgets are tight Not all providers are enjoying that influx of applicants. If that’s your organization, make sure you are casting the widest net possible. Job boards like Indeed and Zip Recruiter are important and should be regularly analyzed by HR leaders to ensure effectiveness and to minimize unnecessary spend. Part of expanding your reach includes


posting your job ads across your organiza- tion’s social media channels and encouraging your employees to share them with their networks. Automating background checks is anoth-


er way to save both time and money. When integrated with a solution like OnShift Em- ploy, initiating those background checks can be automated within the hiring process. It might sound cliché, but recruiting and


hiring in senior care isn’t about working harder; it’s about working smarter. Tech- nology available today can streamline and automate processes—making life easier for all parties involved and helping providers se- cure top talent ahead of the competition.


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