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!
Employee onboarding is an intriguing mix of art and science. You want your new hire to feel comfortable and acclimated – but you also want to get that person up and running as quickly as possible. While there are no shortcuts to a good onboarding process, employee onboarding software can make it much easier for managers and employees to successfully connect, set reasonable expectations, and create reachable goals in short order.
Onboarding encompasses a wide range of activities: getting to know colleagues and managers, understanding the exact job duties, and basic tasks like learning to use key systems. Employee onboarding software can automate (or at least remind you of) some of these tasks, so no one wastes valuable time and brainpower worrying about them. Once you adopt employee onboarding software, you’ll never have to do these five things again.
Wait to Set Up a Desk
The best way to get your new superstar up and running is to have his or her work space all set up in advance. That means chair, desk, and of course, the computer. Many companies offer their employees choices as to which computer and operating system they’d prefer. Use your employee onboarding software to set up a questionnaire in advance. That way, you’ll have their gear purchased, charged, and ready for work on day one. If your employees wear a uniform, get them geared up with the proper sizes so they’re ready to roll.
Worried that you’ll need the IT team to set up their computer to use the onboarding software day one? Choose a vendor that provides software as a service, so you don’t have to worry about installation or IT infrastructure.
Bug Someone for a Signature
There are all kinds of forms and documents to submit when a new hire joins your company. Employee onboarding software gives a one-two punch to paperwork. First, you can set up automatic reminders to let your employees or managers know if a document is still incomplete. Then, you can use e-signature technology to safely and securely get the information you need. No more pesky printouts or scans!
Dig Up Employee Manuals
Employee handbooks, insurance information, 401K details…there’s a lot of info for your new hire to soak up in those first few weeks, and he or she is probably going to have specific questions that can only be answered by, for example, calling your dental insurance provider or referencing the employee handbook. Rather than letting a physical copy gather dust in the back room, your employee onboarding software provides easy-to-find download links to the guidelines and manuals your new hire might want to peruse. It saves you time and money.
Mobilize the Welcome Wagon
No one wants to show up on the first day to find that the other employees have no idea who he or she is. Your employee onboarding software portal is one of the first experiences your employee will have with his or her new company. Make sure it’s a good one. Your portal should be a welcoming reflection of your company (hint: that means branded). Add custom notes and welcome messages for your new hire. Think about the things he or she might find useful. A glossary of acronyms commonly used by your company? A guide to local restaurants? Messages from your employee’s new teammates? A guide to the first day, including where to go and suggestions for dress, will help your employee feel confident and prepared from day one.
Remember to Check In
You’ll never miss a workiversary again. Onboarding is more than just orientation – it’s an ongoing process that lasts until your new hire is a fully engaged, productive member of the team. How frequently should you be checking in? Schedule meetings at the one-week, one-month, three-month, and six-month marks to get feedback from your new employee. That last meeting can be especially helpful to find ways to modify your existing onboarding system. At that point your employee should be in a good place to offer suggestions as to what he or she wishes had been part of onboarding. Use your employee onboarding software to create automatic emails reminding your manager and new hire to check in with each other. Some software can coordinate your employees’ schedules to create an appointment. There’s no excuse to skip it!
Employee onboarding is integral to the success of your new hire at your company. The cost of employee turnover is too high to ignore. Employee onboarding software doesn’t replace the human aspects of onboarding, but it is an incredibly useful tool to enable those connections. Want to learn more? Try ApplicantStack Onboard for free – automating those less critical tasks will give you more time to actually take those new employees out to lunch!
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!
Candidate tracking software is a versatile – even essential – tool for hiring managers and HR departments, whether you’re a recruiter for a major corporation or a budding entrepreneur with a growing small business. Recruitment automation software takes much of the guesswork out of the hiring process, and in doing so, saves you precious time (and money!). These five statistics demonstrate why every business should be using candidate tracking software to optimize recruiting.
Did you know that it costs an average of $4,000 to fill an open position? There’s a lot of competition out there. If you want to beat your way to the front of the crowd so you can get the top candidates, it could cost you. You’ve got recruiter salaries and benefits, third-party recruiter fees, advertising agency fees, employee referral bonuses, travel expenses for applicants and staff…the list goes on.
Candidate tracking software dodges some of those fees by posting to all the relevant job boards and career sites automatically. You don’t have to pay someone to post the same job description over and over again. You may even be able to use your candidate tracking software to conduct video interviews and avoid those travel expenses.
The most common barrier to identifying talent is too many unqualified, junk resumes from job boards, according to 80% of employers. You don’t want to waste precious time scanning hundreds of resumes from applicants who don’t fit even the most basic qualifications. That’s where candidate tracking software comes in.
One benefit of recruitment automation software is that it’s, well, automated! That means you can ask pre-screening questions to separate the great from the mediocre (or the completely unqualified). Weigh certain questions more heavily to give each candidate a total score that you can use to rank your applicants. Candidates who don’t pass the pre-screening can be moved to a do not pursue stage and informed of their rejection via an automatic email.
On average, companies conduct three interviews before making a job offer. If you’ve got three finalists vying for the job, you could be conducting and coordinating nine interviews. And since managers can (and should) be engaged in the recruitment process, you’ve got multiple schedules to take into account.
Enter candidate tracking software. Managers and applicants can log in to view and schedule appointments. Set up an automatic email reminder so no one shows up late. Managers can include feedback and share their thoughts which are included in the candidate’s record. Everyone involved can view the notes and come to a mutual decision informed by every touchpoint with the applicant.
Almost 9 in 10 job seekers plan to use their mobile phones to search for jobs. Cell phones are ubiquitous, and they’re used for far more than simply making a phone call. Job seekers use their cell phones to search for new jobs, upload their resumes, and even submit applications. But only 13% of companies use mobile technology for recruiting and candidate management. If you’re not mobile-friendly, you’re missing out on some seriously good (and tech-savvy) job candidates.
Candidate recruiting software can help. Recruitment automation software integrates with existing mobile-friendly career sites, so your listing is visible on a cell phone. Submitting a cover letter or resume over the phone is easy via your company’s public job board. Your mobile-friendliness shows that your company cares about making it easy to apply – and that you aren’t behind the times.
Fully 94% of recruiters and talent managers who use candidate tracking software say it has improved the process. Can you think of any other tool with that kind of ROI on happiness? Candidate tracking software is used by 75% of companies, and with good reason. Recruiters, talent managers, and HR staff report that a candidate tracking software has a profoundly positive impact on recruitment.
What is it about candidate tracking software that makes it so helpful for every industry and company size? We could tell you, but we’d much rather show you. Start your free trial of ApplicantStack today, and learn why so many companies are turning to our candidate tracking software for the easiest, most efficient recruiting process.
Large enterprises and recruitment firms require an applicant tracking system to manage the large volume of applicants and resumes. But what are the benefits of an applicant tracking system for small business owners, who have more modest recruitment needs?
The reality is, whether you’re a huge corporation or a small business owner, recruiting good applicants costs time and money – an average of $4,129 per new hire, according to the Society for Human Resource Management. An applicant tracking system offers small business benefits you might not have considered. Here are just a few of them.
1. Online Job Boards and Applications
Instead of individually posting to the dozens of job boards available online, an applicant tracking system consolidates your job listing and sends it out automatically. Simply type in the information – once – and the system sends it out to the relevant online job boards.
Potential new hires can then actually find these job openings and apply for them online, or even from their phones. (Mobile recruiting is essential these days – 43% of people use their phones to look up job information, and 18% apply via phone.) When 60% of applicants are giving up on the process because its too time-consuming, efficiency ensures your small business isn’t missing out on those qualified applicants.
2. Screening Questions
When you’re reviewing resumes, you’re going to choose quality over quantity every time. No one wants to waste time going through dozens of unqualified applicants. An applicant tracking system allows you to add screening questions to your application to ensure applicants meet basic qualifications like education level or years of experience. Some applicant tracking systems let you create scoring rules that weigh certain questions more heavily, so better applicants automatically rise in your review queue.
3. Central Resume and Data Repository
Maybe there’s a candidate who’s a great fit, but you don’t have an open position for that skills set. An applicant tracking system stores resumes for anybody who has applied to your company in a single database. Notes, assessments, emails, and other data are attached to each applicant record, so you can quickly evaluate a candidate if a new position opens up. The applicant tracking system turns a haphazard jumble of emails and spreadsheets into an organizational asset accessible to any authorized individual in your company.
4. First Impressions
During the recruitment process, your goal is to attract top people to your company. You aren’t just recruiting; you’re marketing. Shockingly, 69% of unemployed people wouldn’t take a job if the company had a bad reputation – they would rather stay unemployed! Applicant tracking systems help you put your best foot forward. Automate communication with candidates, so no one falls through the cracks. Get your job listed on prestigious job boards across the internet. Brand your application portal so it’s unique to your company. This is how you communicate a professional image of your company to job seekers.
Companies using optimized talent acquisition strategies like an applicant tracking system reap the rewards. New-hire turnover is 40% less on average, and they can fill vacancies 20% more quickly. Can your business afford an applicant tracking system? When 94% of companies who have utilized a recruiting software report that it’s improved the hiring process, you can’t afford not to. This investment in your HR recruiting strategy will have big-time benefits for your small business. Get started with a free trial of ApplicantStack, the top applicant tracking system for small business applications.
What Is Onboarding?
The onboarding process is more than paperwork. It sets the course for your new hire’s future at your company. Successful onboarding includes:
- A way for the new hire to create and develop relationships with managers, teams, and the company at large.
- A concrete outline of job responsibilities.
- A detailed path of what is needed to advance within the company.
- A process for goal setting that involves both the manager and the new hire.
- An introduction and induction into the company’s culture.
What are the keys to successfully onboarding your new hire using your HR onboarding software?
Fill Out Paperwork
Onboarding is about more than just W4s, W2s, and I9s. Of course, this needs to be taken care of, and your onboarding software has the tools to help.
HR onboarding software has common forms pre-uploaded, so your new hire simply fills them out. When the new hire submits, the task is automatically assigned to the next person who needs to sign the form. Bottlenecks can be automatically addressed via email. If, for instance, the new hire hasn’t filled out his tax paperwork or uploaded her driver’s license, an automatic email reminder will gently nudge the process along.
One of the most important aspects of onboarding software is the ability to safely and securely e-sign documents. If you’ve still got to print out, sign, and scan in all your paperwork, your process is going to slow significantly.
Any onboarding software will collect the basic demographic information of your new hire, but you’ll likely want additional information. A good HR onboarding software program will allow you to create questionnaire templates so you can gather this data. Maybe you need to know clothing sizes for uniforms or company gear. Perhaps you’ve got several options for computers, phones, or desk chairs. Do you have emergency contact information on file?
Each of these minor steps can turn into a much bigger obstacle if it isn’t completed in a timely manner. Just ask any new hire who has arrived on the first day to find there’s no computer or workstation!
Your new hire is going to needs a lot of info from you. Is there a handbook? What about company policies? Your HR onboarding software portal should be your new hire’s go-to place for information on everything from dental coverage to the employee 401K program.
There’s a lot to take in when one transitions to a new company. Having all of that information in an accessible portal will make it easy for your new hire to refer to it whenever he or she needs to.
Welcome Your New Hire
The onboarding process shouldn’t be cold and sterile. It’s not all automatic email exchanges and data documentation. Use your onboarding software to give your new hire a personalized, conscientious welcome to his or her new office. Create a document listing some of the perks he or she might enjoy around the office. Suggest popular local restaurants or coffee shops where he or she might enjoy a lunch break.
One of the best ways to immerse your new hire in the company culture is to emphasize relationship building. Instead of relying on spontaneous water cooler conversations, use your onboarding software to create occasions for your new hire to get to know people.
Schedule calendar events for your new hire and his or her manager. Manufacture opportunities focused on fun rather than work – say, a Welcome to the Team bowling night. Make it a regular thing, like small group sessions that meet monthly to talk about what’s going on at work and in their lives. A volunteer day is the perfect way to demonstrate your company values and cement the relationships between your team members. Any of these activities can be communicated and signed up for via your HR onboarding software.
Use Onboarding Software to Succeed
Get the paperwork done via your HR onboarding software portal before your new hire steps into the office on that first day. Nothing dampens the enthusiasm for a new job like filling out reams of paperwork. After you’ve gotten the necessities out of the way, use your onboarding software to engage your new hire with his or her new colleagues and corporate culture. That way, he or she is far less likely to be one of the 40% of people who leave their jobs within the first six months.
Want to learn more? Check out this online demonstration of ApplicantStack, or sign up for a free trial of ApplicantStack Onboard today!