At some point, every employee goes through the hiring process. From entry-level workers to executives, most candidates submit applications and, if they make it to this step, should receive candidate interview feedback.
Providing candidate interview feedback can seem painful, regardless of whether or not you are hiring the person. As the interviewer, you’re criticizing someone’s performance. What if the candidate becomes defensive? It’s tempting to only offer candidate interview feedback if you’re asked for it. Don’t take the easy route here. Candidate interview feedback can benefit you as well as the prospective new hire.
How Candidate Interview Feedback Helps You
Practice Makes Perfect
The ability to deliver constructive criticism is an essential leadership skill. Even if you’ve read the best HR books out there, there’s no substitute for practice. Delivering feedback to an interview candidate is the perfect way to hone your technique, particularly if you aren’t going to hire the person anyway.
Determine What You Want
Giving feedback to your interview candidates allows you to critically analyze exactly what you’re looking for in this new hire. This is especially important for higher-level candidates, who will have a significant impact on your company. As you assess what you did or did not like about a candidate, you can change your hiring strategy accordingly. Learn more about what you don’t want, and you’ll be better able to articulate what you are looking for.
Establish a Relationship
Offering candidate interview feedback sets the stage for a future relationship with an applicant. You want this person to feel eager to re-apply in the future, or for a different position. Maybe this person has someone in his or her network who is thinking about applying. Candidates should leave feeling good about your company – even if they aren’t offered a job. The best way to do that is by taking a vested interest in their careers.
When 51% of job applicants share their interview experiences on social media, you want to make sure that experience is a positive one. More than half (61%) of applicants search for company reviews, and what they see affects whether or not they apply.
How can you make sure you’re providing a good experience as fodder for those positive reviews? Offer candidate interview feedback. One study found that 66% of applicants who didn’t hear back from a company felt negatively towards that company. Over half were unlikely to apply for another job there as a result. Giving candidate interview feedback can seriously impact your company brand – and the people who choose to apply to future job listings.
It’s never easy to tell candidates that they didn’t get the job. But offering candidate interview feedback makes it less painful, since they aren’t left wondering what they did wrong. It’s a win-win for you and your applicants.
Spending on public cloud services and infrastructure is expected to reach $160 billion by the end of 2018, and nearly two-thirds of that spending is on software as a service (SaaS) like cloud recruitment software. Cloud computing has surpassed all expectations because it offers several benefits. Cloud recruitment software like ApplicantStack demonstrates the value of software-as-a-service.
Why Cloud Recruitment Software Is Best
It Saves Time
You can get up and running with a cloud recruitment software solution within a matter of hours or days. Traditional software takes weeks or months to implement. SaaS software is user-friendly and can be mastered in just a short period of time.
It Saves Money
SaaS is less expensive to implement and support than traditional software applications. Here’s why:
Lower Upfront Costs
Cloud recruitment software avoids the high upfront costs associated with planning, installing, and implementing a software system that needs to be deployed internally on servers and desktops and integrated with other IT systems.
Lower Maintenance Costs
Traditional software needs regular maintenance, patching, fixing, and updating. An internal IT staff or an external IT services company is typically needed for that. Most software requires continual performance updates and some type of annual maintenance program. These costs add up over time. Cloud software updates automatically, so you don’t have to worry about it.
Lower Training Costs
Conventional software applications often require extensive training to teach users how to leverage its capabilities. People get up to speed quickly and easily when using cloud recruitment software. It’s designed for ease of use, so you don’t need to waste time with training programs.
Pay As You Go
With most cloud recruitment software, you pay a monthly subscription fee that you can include in your budget. Change or cancel your subscription at any time; there’s no commitment. Once you invest in conventional software, you have sunk costs that make it hard to change – even if you’re unsatisfied.
It Keeps You Up To Date
With licensed software, you’ll be stuck waiting for a new release before you can fix bugs and glitches. Cloud recruitment software automatically keeps you updated. You’ll have the latest capabilities and up-to-the-minute fixes.
You Stay Focused
A hosted software solution allows your company to focus on its core business rather than putting time, money, and people into supporting the application. It can take significant company resources to maintain the server, integrate the application, install updates, implement security, collect user feedback and add functionality, and ensure that people know how to use the application effectively. Cloud recruitment software releases these resources so they can be redirected to the core business.
Secure, On-Demand Access
Access cloud recruitment software anywhere there’s a computer (or phone) and internet. HR teams both near and far can log in when they’re working from home or traveling. The data is more secure, since it is hosted and backed up by the provider. (If, that is, you select the right cloud service!) If something happens to an individual PC or a company server, the data is easy to restore.
Test out these benefits and see what else we have to offer during your free trial of ApplicantStack. There’s nothing to download, no cost to you, and no commitment. Try it today!
When an agency wants to hire home care aides who will be most successful, what should it look for in its applicants? In-home care providers play a unique role in their clients’ lives. They have a major impact on a person’s quality of life, but don’t typically have a part in health care decisions. The work environment is unusual. Home care aides do not see colleagues every day. They spend most of their time in the client’s home, working with him or her on a one-on-one basis.
What kind of people are best suited for this career? And how can an agency that wants to hire home care aides determine the best candidates? Here are a few things to keep in mind when learning how to recruit a home care aide.
Hire Home Care Aides Who Aren’t Squeamish
Home care aides are subject to a surprising number of occupational hazards. One study found that almost 10% of clients smoked indoors while the caregiver was present. Another 16.2% of personal care aides reported contact with feces, while 5% came into contact with blood. The vast majority were expected to clean bathrooms and/or kitchens, often with bleach or other strong chemicals.
Home care agencies should make sure that applicants know and understand the job expectations prior to hiring. Setting expectations up front will reduce turnover.
Hire Home Care Aides Who Are Capable
Home care is physically demanding. In the aforementioned study, 11.2% of home care aides reported a work-related injury resulting in medical care or lost work time during the past year. About 34% reported back pain. Home care aides may need to physically move their clients, and should be able to lift at least one hundred pounds.
Prior to hiring a home care aide, home care agencies must ensure that this person is physically capable of meeting the demands of this job.
Hire Home Care Aides Who Are Easygoing
A home caregiver must be vigilant when it comes to a client’s health and safety. But the best home care aide doesn’t take things personally or erupt with anger when a client lashes out. In an occupational hazard study, almost 20% of home care aides were victims of verbal violence in the past year. About 6.6% were on the receiving end of some kind of physical violence, including aggressive physical contact, pinches, scratches, slaps, or punches. Aides report that this type of behavior typically came from patients with dementia.
Agencies need to hire home care aides who understand the illnesses or limitations of their clients. A good home care aide needs to control his or her temper and respond appropriately, even when a client is unreasonable or abusive.
Hire Home Care Aides Who Are Eager to Learn
As the need for in-home caregivers increases, the role these workers play in their clients’ lives will begin to expand. These attendants are perfectly suited to act as positive influences on the elderly population. With the influx of senior citizens, home care aides are expected to take on greater responsibilities such as providing physical activity programs.
Agencies should hire home care aides who wish to improve the care they offer by taking advantage of learning opportunities. In turn, home care agencies should ensure that these opportunities are plentiful for their aides.
Hire Home Care Aides With Varied Interests
Burnout is high for home caregivers. This is a demanding career; it’s not for everyone. A meta-analysis of research on nursing home health care aides found that a rich personal life is the only mitigating factor that significantly alleviates emotional exhaustion.
Home care agencies should discuss a candidate’s other interests, hobbies, and social support structures during the interview or application process. This will give the agency a better sense of a candidate’s susceptibility to burnout.
Hire Home Care Aides With Long-Term Plans
It takes time for a caregiver to establish a relationship with a client. Continuity of care is essential for the health and wellbeing of those seeking to hire home care aides. Studies show that a health care aide needs to work consistently with a client for optimum satisfaction of both client and caregiver. Over time, the aide learns strategies to handle the client, as well as client preferences and medication schedules.
Home care agencies should pass on candidates looking for a short-term, temporary job in favor of those who have chosen this field as a career. This is a difficult job, and it takes dedication, perseverance, and a willingness to learn. An applicant tracking system can help agencies determine which candidates are best suited to their clients’ needs. Home care hiring doesn’t need to be a time-consuming process. With the right tools, home care agencies can find the best care aides quickly and easily.
ApplicantStack receives multiple recognition from the G2 Crowd Summer 2018 report, including Highest Satisfaction Rating in Applicant Tracking System (ATS) Overall.
Today, we are excited to announce that we have been featured in multiple G2 Crowd Summer 2018 reports including:
ApplicantStack also won the following recognition and badges in the Applicant Tracking Systems (ATS) category:
- Won the ‘Best Results Badge’ (ROI related questions)
- Won the ‘Best Relationship Badge’ (What it’s like to work with the vendor related questions)
- Won the ‘Best Usability Badge’ (Ease of use related questions)
As well as the following in the Onboarding Category:
- ApplicantStack Named #1 in Highest Satisfaction in Onboarding Mid Market Grid
- Won the ‘Best Implementation Badge’
- Won the ‘Best Relationship Badge’
- Won the ‘Best ROI’ and ‘Best Results’ Badges in Mid Market Results Index
- Won the ‘Best Usability Badge’
We achieved these rankings by receiving higher scores from verified users compared to similar products in each category.
“Securing a spot on G2 Crowd’s reports is a noteworthy accomplishment,” said Marty Duffy, vice president of research, G2 Crowd. “Rankings on these reports are a result of high product scores and happy customers; so ApplicantStack should be proud.”
“We are very excited to be recognized yet again by our customers for both – Applicant Tracking and Onboarding Systems.” Said Nathan Shackles, founder, and CEO of ApplicantStack. “We continue to strive to deliver the best product and support to our customers.”
Reviews from Our Customers
We’re happy for the recognition but even happier to hear what our customers had to say:
“My favorite ATS out there”
“By implementing ApplicantStack and using it to it’s full capacity, we are able to eliminate a lot of administrative burden that would exist without it. From a business perspective, we love the reporting capabilities which allow us to present data to the leaders and utilize that data to identify areas of strength, as well as continue to improve areas in need.”
“ApplicantStack made my job easier in many ways”
“We are able to get suitable profiles and source candidate with minimal effort, coordinate with candidates easier, track candidates application, status and notes very easily, accessing all the required details any where in the globe as this application is a cloud based, generating reports which ever way we wanted. These are few examples. Overall, we have saved a lot of time using this application and able to use those saved time in our core business process. Thanks for Applicant Stack team for developing such a wonderful application.”
G2 Crowd is the world’s leading business software and services review platform, leveraging it’s 388,000+ user reviews to help its more than one million buyers each month make smarter purchasing decisions. Products included in the [Report] have received both a minimum of 10 reviews and 5 responses from real users for each of the [Report]-related questions featured in our review form by January 10, 2018.
This is a significant recognition because this rating came entirely from our customers. This recognition by our customers is incredible, and something we’re extremely proud of and thankful for.
To the customers that have reviewed us on G2 Crowd, thank you! We appreciate your feedback and will continue striving to exceed your expectations.
The job outlook for home health and personal care aides is on the rise. Employment for this title is expected to increase by 41% from 2016 to 2026. That’s an astonishing number. (The average growth rate for all occupations is just 7%.) This career, which requires little work experience or education, is attractive to all sorts of applicants.
Home care hiring companies have their hands full as they try to select the best from a tsunami of resumes. Without offering psychological profiles to each candidate, how can these companies fast-track home care hiring so they’re looking at suitable candidates without wasting time?
Create Application Levels
While it’s tempting to think that only the most committed will stick around to fill out your lengthy application, the opposite is true. The most qualified applicants know they’re valuable, and they aren’t going to waste time trying to prove themselves via a web portal or online application form. Take a ‘more resumes are better’ approach when it comes to applications by keeping it short and sweet. Don’t worry – your applicant tracking software can be set up to automatically find the best of the bunch.
Level 1: Set Expectations
Home care hiring is especially difficult because this career has a low barrier to entry. A college degree or previous work experience aren’t essentials to get into this field. Since it pays fairly well, home care hiring firms receive applications from people who don’t have the right temperament for this demanding career.
Is your applicant looking for an easy job with a good paycheck, or is he or she truly interested in this field? Set expectations by letting the applicant know that several hours of training may be required before he or she sets foot in a client’s house. Those who aren’t willing to put in the effort won’t bother completing the home care hiring application.
Level 2: Automatically Filter Out the Unqualified
Set up filters to identify and eliminate resumes with red flags, or those who don’t meet your basic requirements. An automatic rejection email tells those applicants you aren’t interested. Then, send anyone who makes it through the filter to the next ‘level’ of application: a pre-screening questionnaire. Let your applicants know that they’ve made it through the first pass so they are incentivized to continue the application process.
Level 3: Personality Profiles
Remember that psychological profile we mentioned? While you aren’t administering Rorschach’s to everyone, you can quickly eliminate those who may not have the right temperament for home care. Set up a questionnaire as part of your application process. Ask multiple choice questions that don’t clearly have a right or wrong answer. For example, describe a scenario in which a client exhibits the symptoms of a stroke. Does your applicant know that he or she needs to obtain professional medical help, or does he or she try to solve the problem alone? Offer choices that have many acceptable options so your questionnaire isn’t easy to fool.
You can use your applicant tracking system to give each answer its own score. Then, sort your candidates by the number of points they’ve scored. You can add in ‘knockout’ questions, which, when moved to a disqualifying stage, will automatically send the rejection letter. Sort the remaining candidates by their scores and move on to the next step. Sort the remaining candidates by their scores and move on to the next step.
Level 4: Ask for References
Everything until now has been easily automated. This is the first time you take an active roll in the home care hiring process. You have a list of qualified, motivated, knowledgeable applicants. Automatically send those candidates a request for references, and take over the show from there.
Talk to the references before you interview the candidate, since some people interview well but perform poorly. The references will give you a good indication of the applicant’s skills, weaknesses, and work ethic. After speaking with references, use your applicant tracking system to set up an interview with the candidate and complete the home care hiring process. It’s that easy!
Home care recruiting is one of the hardest recruiting jobs and recruiters (and internal HR departments) are faced with many challenges. Here are just a few:
- High turn over rate! Some of the largest across industries
- Difficult to find and keep top talent
- Applicants might not be very technical
Luckily there are products that can assist you in making your job much easier. Using an applicant tracking system (ATS) such as ApplicantStack can simplify the home care recruiting and employee onboarding process.
Top 20 Benefits of an Applicant Tracking System (ATS) for Home Care Recruiting:
1. Automatically Post Your Jobs to Multiple Job Boards
Find your candidates wherever they’re searching. Post your job listing to job boards such as Indeed, Glassdoor, LinkedIn for Jobs, CareerBuilder, ZipRecruiter, Monsters, Snagajob etc. as well as social media sites such as Facebook, LinkedIn, & Twitter. All with the click of a button.
Use the manual posting links to post your jobs to specialty and niche job boards as well in order to stay compliant for government regulations
2. Track & Manage Applicants
Gone are the days of trying to manage multiple email folders and Excel spreadsheets. Using an ATS allows you to customize your workflow to match your current process.
3. Save Time with Pre-Screener Questions
Use pre-screener questions to quickly knock-out unqualified candidates and to prioritize the best ones using automatic scoring. Then systematically review interviewer feedback to focus on high-priority candidates so you can quickly make offers.
4. Automate the Process
Send notifications to candidates. Schedule interviews. Gather interview feedback. Rate candidates. An ATS can automate all of these functions and more, enabling recruiters to the highest value-added activities.
5. Schedule Interviews with Ease
Allow candidates to pick and choose interview times directly on your calendar eliminating the back and forth of “what time works for you”.
6. Rely on a Full-Featured System
Easy to use full-featured system for non-technical teams. ApplicantStack is web-based requiring no installation. Most of us are former HR executives so we know which tools we really need to save time.
7. Get Help When you Need it
Online support portal with help center including videos to get you up and running. Easily post your job on the very first day of your trial! Start receiving candidates and see just how easy it can be.
8. Track all Activity
Track all candidate and user history – everything is stored in the history of the candidate record.
9. Store all Data and grow your Database
All candidate records are stored in ApplicantStack – keep candidate records to develop a talent pool. Since you have unlimited candidates you can keep them for as long as you want.
10. Set up Required Fields
Easily set fields to be required. So for example, make the disposition field required so you know why a candidate wasn’t hired.
11. Track & Filter Data
Easily track and filter on the dispositions to reconsider candidates. You might want to reconsider a candidate that was a no-show for an interview.
12. Easily Search for Candidates
Advanced searching capabilities to find candidates by location by using the distance from zip code. Use Boolean search tools so you can find candidates with a CNA and a certain distance from the job location.
13. Stay Compliant with Government Regulations
Stay EEOC compliant – state & federal requirements. Keep management up-to-date on the candidate pipelines for each job and effectiveness of different job boards. Easily capture, track, and report voluntary EEO data, while remaining in compliance with the guidelines set forth by the EEO/OFCCP.
14. Internal Accountability
Who did what in the system? Who moved the candidate to a certain stage? With ApplicantStack you can easily find answers to those questions.
15. Integrates with Axiscare
Send hired employees directly from ApplicantStack into AxisCare. AxisCare provides Homecare Management software to automate the sales, marketing, scheduling and billing of homecare management.
16. Open API
An open API means unlimited access for integrations.
17. Paperless Onboarding
Have all paperwork signed electronically and maintain all copies of certifications.
18. Automate your Onboarding Process
Create checklists of tasks, forms, and questionnaires so nothing falls through the cracks. Once a candidate has accepted an offer, automatically move them through the onboarding process. Use the system to ensure the completion of paperwork, scheduling of required initial meetings, set-up of IT services, and more!
19. Employee Portal
Easily assign all new hire paperwork such as state and federal tax forms, health plans, employee manuals, training videos, etc. Have the new employee complete and sign all items online. Send new employees a link to their secure portal with assigned tasks and paperwork and set reminders for a gentle nudge.
20. Auto-populate fields
Auto-populate forms and questionnaires to simplify the process making it easier for new hires.
Over 40% of our customers are in the home care industry. See what applicant tracking system your competition is using!
Sign up for a free no-obligation trial today and see why ApplicantStack has been named the top ATS for home care industries!