How to Attract Talent to Home Care Jobs

How to Attract Talent to Home Care Jobs

The pool of applicants for home care jobs is growing exponentially – as is the demand for candidates. The Bureau of Labor Statistics cites a job growth rate of 41% between 2016 and 2026; over one million jobs will be added to this field.  Home care jobs are growing at a more rapid rate than any other type of career. And as demand increases, competition for the best home care providers will get tougher. How can you stand out from the crowd?

Optimize Your Listing for Home Care Jobs

Crafting a captivating job listing is a combination of art and science. You want to be specific about your own expectations, so you aren’t recruiting candidates who aren’t willing to do the job. You also want to make sure you’re mentioning the factors that matter most to those seeking home care jobs.

What You Want

First, be clear in your job description. Are you looking for part-time or full-time employees? Seasonal, temporary, or long term? Will home care aides work with several people of various ages and capabilities, or will they focus on just one or two clients?

Note any physical, educational, or experiential prerequisites so as to eliminate unqualified candidates before they begin the application process. Explicitly state any necessary knowledge, skills, and abilities (KSAs).

What They Want

In today’s job market, both parties have to bring something to the table. With so much demand for home care jobs, the benefits and bonuses you offer your staff can set you apart from other employers. According to recent studies (learn more here and here), the most important indicators of job satisfaction among home care workers include:

  • A consistent, predictable number of hours
  • A flexible work schedule
  • The ability to work independently
  • Employer-provided health insurance
  • The ability to develop a long-term relationship with a patient

If the home care jobs you are offering provide these benefits, emphasize them in your job post. Knowing that you provide the things that are most important to your prospective applicants will help your job posting resonate.

Where to Post

Even the greatest ads for home care jobs won’t gain any notice if they aren’t posted in the right places. Where are candidates looking for home care jobs? According to CareerBuilder, candidates use an average of 16 resources during their job search. Make sure you have your job posted in these key places.

Your Careers Page

Candidates will use your Careers page not only to find information about open home care jobs, but also to get a better sense of your company culture. Your Careers page can be your “secret weapon in the war for talent.” Put significant time and resources into designing it. Include information about career paths, opportunities for advancement, salary ranges, prerequisites, and corporate culture. Use videos and images to paint a picture for prospective applicants. At some point, the vast majority of applicants will visit this page (even if they find your job through another board or site), so make sure you’re wowing them.

Job Boards

There are literally hundreds of job boards out there, from major players like Indeed and Monster.com to industry-specific sites like HealthCareJobsite and HealtheCareers. (Although these sites emphasize the health aspect of home care, they also offer listings for general home care jobs.) Leverage an applicant tracking system to mass-post job listings to all of the relevant boards with just a few clicks.

Social Media

LinkedIn is the primary player in this category, although you may want to consider posting your job to Facebook as well. On LinkedIn, you can broaden or narrow your selection criteria by choosing more or fewer job functions and industries. If your job posting isn’t performing well, open it up a little by adding categories. You can renew your posting every two weeks, so it shows up at the top of the listings when applicants search for similar jobs.

Finding and recruiting candidates for home care jobs can be difficult. Be honest and thorough in your job description and post your job where your candidates are looking, and you’ll soon have scores of qualified resumes in your applicant tracking system.

Introducing the New Cost-Per-Hire Calculator

Introducing the New Cost-Per-Hire Calculator

One of the hardest things about investing in a new technology is understanding how, exactly, it will impact your company. In short, is this purchase going to be worth it? Is it going to make things easier for you, or will it be costly and difficult to implement? What kind of a return on investment will you get from this purchase?

At ApplicantStack, we completely understand this mindset. After all, there are dozens of products out there promising to save you time, hassle, and money. We’re not interested in empty promises. We’re interested in the facts. We developed this cost-per-hire calculator so you can actually see the projected return on investment for your company.

Like most data systems, the most accurate input yields the most accurate output. So before you start filling out the cost-per-hire calculator, collect some data. Consider the one-time and recurring costs you put in when recruiting new employees. Then, let the Cost-per-Hire Calculator do its magic.

What Does the Cost-Per-Hire Calculator Show Me?

The cost-per-hire calculator computes several figures based on your information. Here’s what you’ll learn.

Current Cost Per Hire (CPH)

Cost per hire is the total amount you spend to find, recruit, and sign each new employee. There are two primary factors involved in this number: internal expenses and external expenses. Internal expenses include organizational costs paid for within your company, like HR salaries. External expenses are paid to outside vendors like job marketing boards or hiring agencies.

How Much You Could Save

This is your projected cost per hire after you implement ApplicantStack. The cost-per-hire calculator examines your overall data to compute exactly how much money your company could save annually. Many of our clients see savings of 10% or more, and these savings compound over time as employees become fluent with the easy-to-use software.

Labor Cost Per Hire

This is the amount you’re spending on employees, recruiters, or other agencies for each new hire. It includes the wages paid for the many hours spent reviewing resumes, scheduling interviews, and corresponding with candidates. An applicant tracking system reduces this number by automating many of these tasks.

Advertising Cost Per Hire

The amount you spend on advertising also contributes to your total CPH. The Society for Human Resource Management’s (SHRM’s) Talent Acquisition Benchmarking Report found that 68% of companies use paid job boards to find new hires. Some use print, radio, and even television advertisements to make their job openings known. These all add to your advertising costs. Many applicant tracking systems cut down on these costs by offering access to paid job boards and social media sites, including LinkedIn and Facebook.

Hiring Rate

Also called the submission-to-hire ratio, your hiring rate is the percentage of applicants who are offered and accept a position. If you received thousands of applicants and only hired three new people, you’d have a very low hiring rate. A lower hiring rate can indicate that your prescreening methods aren’t effective; too many unqualified people are applying. In contrast, a high hiring rate could mean you’re receiving fewer applications, but they come from more qualified candidates.  ApplicantStack helps you find the candidates you want by screening out the less qualified and posting your job where it can be seen by the right people.

Recruiting Time Per Hire

How much time does it actually take for you to hire a new employee? If you’re receiving a lot of applications, it’s going to take your team a long time to go through them. ApplicantStack uses online scheduling, pre-application questionnaires, resume ranking, and automatic email responses to reduce your recruiting time per hire, which ultimately saves you money.

Ready to try it? Our new cost-per-hire calculator uses a unique formula to help you determine your current hiring costs – and how much you could be saving with ApplicantStack. Check it out here.

3 Statements Your Recruiting Team Should Avoid

3 Statements Your Recruiting Team Should Avoid

The current hiring landscape is vastly different than it was just ten years ago. Gone is the 9-5 workday. Gone is the standardized application process. Gone is the time when employees worked for years in the same position at the same company.

Today’s employees find new jobs through social media and word of mouth – not by handing out resumes printed on expensive paper. One survey found that 85% of all jobs are filled through networking. In this modern era of job recruiting, which rules no longer apply? If you hear these statements, your recruiting team is on the wrong track.

“The Recruiting Team Will Be In Touch.”

If what you really mean to say is, “If you haven’t heard from us, you haven’t gotten the job,” then your recruitment mindset is stuck in the ’80s. Social media recruiting expert Andy Headworth bemoans the lack of respect given to today’s applicants. Consider this: one bad experience can cost you hundreds of potential candidates. If your company fails to communicate promptly and courteously with a candidate (despite the many tools out there that make automatic, personalized responses easy and convenient), you’ve left someone angry and frustrated.

Now, let’s say that person takes to social media to vent about his poor experience. According to Harvard Business Review, those negative reviews seriously injure your reputation and even increase your cost per hire by 10% or more. There’s no excuse for a lack of communication with – and consideration for – your applicants.

“If You Don’t Meet the Criteria, Don’t Apply.”

Sharlyn Lauby of the HR Bartender blog notes that during the Great Recession, companies added criteria to the knowledge, skills, and ability (KSAs) needed to apply to jobs. Now that jobs are widely available again, do recruiting teams need to lower expectations a bit? Lauby argues that the better option is to “make investments in employee training and development.”

Others, including Headworth, believe that recruiters should push back on unnecessary requirements. He works “on the premise of always recruiting for 70/75% of the skills needed.” For Headworth, cultural fit is more important. New hires can learn on the fly, but you can’t teach culture.

Whichever viewpoint you subscribe to, a recruiting team should be able to look beyond certain skills to find the potential in a new hire. Of course, there are some ‘must haves.’  Candidates shouldn’t apply to be a nurse if they don’t have a nursing degree. But many of those ‘nice to haves’ are currently used as exclusionary criteria – to the detriment of the employer.

“Follow the Interview Script.”

We get the appeal of this. After all, you can’t compare and contrast candidates’ answers if they aren’t asked the same questions. But there’s a trick to a masterful interview. HR Blog Fistful of Talent calls it the “secret weapon of candidate interviewing.” You need to listen more than you speak.

The most revealing interviews don’t come from drilling a candidate on employment history, education, and past projects. You’ll learn the most about a candidate if you have a conversation. This could take several forms, from chatbots to social media to video interviews.

Learn to use silence effectively. If you’re not saying much, your applicant will jump in. And what he or she has to say could show you much more about how that person’s brain works than a traditional interview.

So What Should You Hear?

The power dynamic in hiring is becoming more balanced. Recruiting teams can no longer simply demand that applicants “show their stuff.” In return, applicants know what they’re going to get if they choose to join up. Companies need to sell themselves.

In the past, hiring managers and candidates have had a teacher/student type of relationship. One person clearly had the upper hand (and the power to pass or fail the other person!). Today’s relationship is more like a blind date. You’re just two parties hoping there might be a spark between you. Any good relationship starts with mutual respect. The language your recruitment team uses should reflect that.

ApplicantStack Joins ADP Marketplace to Simplify Employee Onboarding

ApplicantStack Joins ADP Marketplace to Simplify Employee Onboarding

ApplicantStack, the leading applicant tracking system and employee onboarding system, announced today the availability of its integration on ADP® Marketplace.  ApplicantStack helps companies simplify the task of onboarding new employees and adding them to ADP Workforce Now® payroll.

This seamless integration with ADP Workforce Now payroll allows ApplicantStack hires to be automatically pushed over to ADP Workforce Now at a time of your choosing. No need to copy/paste your hire any more. When the integration pushes the hire to ADP Workforce Now, ApplicantStack sends all of the data about that hire. Simply log into your ADP Workforce Now account and see a list of hires pushed over from ApplicantStack. Users will have a chance to edit the hire, if needed, before pressing the submit button in ADP Workforce Now to add them to your payroll.

“We are thrilled to join the ADP Marketplace to help deliver this solution to small and mid-size employers,” said Nathan Shackles, CEO at ApplicantStack.

ADP Marketplace is a cloud-based HR A Store designed to help employers dynamically manage an ecosystem of enterprise applications from ADP and world-class partners. This enables companies of all sizes to extend the value of their workforce solutions seamlessly across their entire organizations via a secure, single-sign-on process.

About ApplicantStack

ApplicantStack: the affordable, easy-to-use, full-featured recruiting and employee onboarding system trusted by 2,500+ companies since 2009 to automate and streamline their recruiting and onboarding process.

We spent our careers in human resources, bogged down with paperwork and craving more time and resources. Our goal is to provide organizations the tool we always wish we had. We created ApplicantStack, a simple, gets-the-job-done software that has everything companies need and nothing you don’t. It’s not another system to manage, but the tool that helps you manage your day.

ADP and ADP Workforce Now are registered trademarks of ADP, LLC.

Why Employment Branding Is Essential for Job Recruitment

Why Employment Branding Is Essential for Job Recruitment

While marketing, human resources, and job recruitment play different roles, their overall goals are the same. Attract and keep employees and consumers, so you can grow your business.

Competition for quality talent is stiff. The job market is tight. Unemployment is hovering at 4%, the lowest its been in years. In fact, the United States is currently enjoying “full employment,” as defined by the Federal Reserve. Forbes predicts that wages will increase to encourage comfortable employees to job-hop.

All of this is good news for job-seekers, but poses a real challenge for job recruitment. Posting on social channels and job boards will not be enough to find qualified candidates. As competition for talent increases, strategic companies are developing employment branding strategies to stand out from the crowd.

What Is Employment Branding?

Employment branding is an active, focused effort to define the market’s perception of what it is like to work at your company. It drives the kinds of candidates you attract.

A good employment branding strategy saves you time by cutting back on the number of unqualified or undesired applicants. It strengthens your company image and positions your company as a great place to work. It spells out your value proposition to applicants.

Sounds good, right?

Getting there isn’t easy. Employment branding requires collaboration. You have to tear down department silos. Managers and directors of marketing and human resources must work together towards a strategic goal. Unfortunately, any disruption in leadership or culture is going to be, well, disruptive. But the results are worth the efforts for your job recruitment process and your long-term growth.

How to Build an Employment Brand

All businesses need recruiting, human resources, and marketing to succeed and grow. These functions sculpt the business, increase profitability, and encourage growth. Your marketing team and your human resources department should keep the following in mind as they create your employment brand.

Have a marketing mindset

Develop applicant personas. You must understand the wants and needs of your potential employees so you can develop targeted employee value propositions. Rework your job descriptions so they appeal to individuals who have varying skill sets. We’re no longer in the age of the one-size-fits-all career page. Company details like culture, perks, work-life balance, and telecommuting options should be included (and promoted) in your job descriptions and company career pages.

Set a goal

What are you trying to accomplish with your employment branding strategy? Well-defined goals with trackable KPIs are needed to measure success. Don’t just try something and hope for the best. Be intentional with your marketing efforts.

Communicate effectively

Job descriptions, career site pages, and social media messages should be written with employment brand goals in mind. Broad, general messaging will attract resumes from every kind of applicant, including the less serious ones. Be specific in your job descriptions, and tailor them to match your employee personas. This will attract quality candidates who are right for your company, which in turn increases employee retention.

Unleash your marketing team

Traditional marketing channels are not off-limits. Get creative and use digital channels to support your brand. Videos showcasing company culture will appeal to viewers. Make sure you respond to reviews on forums like Yelp, Glassdoor, and Google. Remember, marketing tactics apply to candidates as well as potential customers.

Stay organized

If you haven’t invested in an applicant tracking system to optimize your job recruitment, now is the time. A good employment branding strategy will increase the number of applications you receive. An ATS is crucial for managing information, notes, and messages.

Applicant tracking systems won’t just keep you organized. You can use your system to automatically respond to resumes and increase the efficiency of the application process. Job candidates will remember your company as organized, professional, courteous, and responsive. In turn, this will enhance your employment brand reputation.

Measure and analyze

Your applicant tracking system can run and analyze reports on your efforts so you can put data insights into action. Are you getting a lot of unqualified applications? Perhaps your messaging isn’t specific enough, or you aren’t asking the right pre-screening questions. Your applicant tracking system can help you institute broad changes in moments.

Your employment brand should let people know that your company is a great place to work. Employment branding doesn’t happen at once. It requires buy-in and collaboration from many departments. If you pull together, you can attract a winning workforce.

 

10 Facts About the Home Care Hiring Process

10 Facts About the Home Care Hiring Process

The home care hiring process isn’t easy. The industry is booming, and job seekers have keyed in on the fact that this career has a low barrier to entry. These ten facts about the home care hiring process might surprise you – and they’ll definitely inform the way you advertise your next job opening.

In 2017, the median annual salary for a home health aide or personal care aide was $23,130. 

Home care aides make roughly $11 an hour – more than 150% of federal minimum wage. The Occupational Outlook Handbook reports that this career requires only a high school diploma or GED and short-term on-the-job training. In short, home care agencies can expect to be deluged with applicants who are eager for these positions.

This field is expected to grow by 41% from 2016 to 2026.

This is one of the fastest growing jobs out there. The average growth rate for all occupations is just 7%. As baby boomers age, they’re going to need in-home care to improve their quality of life.

Personal care aides have one of the highest rates of injury and illness.

Home care aides are subject to a variety of dangerous working conditions as they work with the elderly and infirm in their clients’ homes. Over 80% of home care aides reported that they were expected to clean the bathroom or kitchen, typically with bleach, ammonia, or other strong chemicals that could cause injury. Over one third of care aides reported back pain in the past year, and 11.2% had suffered from some kind of work-related injury. Many others complained of bites, hits, slaps, punches, and verbal abuse. How does this affect the home care hiring process? Hiring managers and agencies should make sure that applicants are aware of the potential for issues of this nature.

Despite this, most personal care aides love their careers. 

The same study asked home health aides how they felt about their jobs. Almost 90% said they would recommend the job to a friend; that number was higher for agency-hired aides (88.6%) than client-hired aides (86.5%). Care aides cited the flexible work schedule, predictable hours, and ability to work independently as reasons they continue to work in this field.

There are thousands of home health agencies in the United States. 

The Centers for Disease Control reported that there were at least 12,400 home care agencies in 2014. That number has likely only grown in the ensuing years. Job seekers have several employers to choose from. Companies need to stand out during the home care hiring process by offering potential employees the benefits that are most important to them.

Home care aides want health insurance and consistent patient assignments.

When care aides were questioned about whether or not they intended to leave the job, employer-provided health insurance played a big role. Care aides want to develop long-term relationships with patients, and they want regular hours they can count on. Surprisingly, wage had little effect on whether or not a care aide left his or her role.

The role of home care aides is changing.

As the population ages, the job of the home care aide may become more challenging. Home care aides will be spending a lot of time with their clients, and can exert significant influence over their daily habits. That’s why the home care hiring process is so difficult. You need to find high-quality candidates who are easy to train and up for the challenge.

The number of people expected to need home care aides is projected to double by 2040.

In 2015, just under 14 million American senior citizens reported that they were struggling to live independently. Experts predict that that number will double over the next 25 years. There may be a shortfall of 350,000 direct care workers by that time.

Demand for home care aides is greater than supply.

Long-term care accounted for 21.4% of Medicaid spending in 2016. Despite the size of this budget, almost half a million people are on wait lists for home- and community-based care. Home health agencies will need to fast-track the home care hiring process to fulfill this demand.

Fully 94% of recruiters and talent managers using recruiting or applicant tracking software say it has improved their process.

This Capterra study finds that applicant tracking software like ApplicantStack is beneficial in every industry. Applicant tracking software can make the home care hiring process efficient and easy. Want to learn more? Start your free trial today, and see how ApplicantStack can help you prepare for the influx of home care aide resumes that is sure to come.