Are you struggling to recruit care staff? There are many challenges to recruiting in care, particularly if you’re hiring in volume. Read on to find out how you can improve your hiring process.
Recruitment strategy is vitally important across many industry sectors where there is a shortage of skills, but the healthcare sector in particular faces some of the biggest challenges today.
At occy, we’ve dedicated the last 10 years to developing recruitment solutions for businesses, and have worked closely with more than 100 healthcare organisations in that time. So it goes without saying we’re very aware of the most common issues and challenges faced by hiring managers struggling to recruit care staff.
The good news is that once we applied our processes and solutions to these issues, we were able to make significant improvements, and resolve the lion’s share of their challenges.
It doesn’t have to be a struggle to recruit care staff, but it is for many. Here we share some of the most impactful ways you can start today.
Common Challenges of Recruiting in Care
Some of the more common reasons hiring managers struggle to recruit care staff are listed below:
Why you may be struggling to recruit
Your adverts aren’t advertising!
Job ads were usually posted on the wrong channels
Around 75% of all online job-related searches start on Google. It was clear that most advertisers hadn’t tested the job title and location for their job ads on Google to discover which job advertising channels were most likely to get the best results. Ideally, you’d want to select the first three/four natural search results that appear.
Private care job search traffic in traditional job boards exceeds the number of people visiting NHS jobs many times over. In a survey of more than 100 applicants who had applied for a nursing role for an NHS trust, more than 70% said that they started their search on a search engine like Google, and visited several traditional job advertising channels before going into NHS jobs.
So keep in mind that even though it might be free, it’s not necessarily where the majority of online search traffic is going…
Your recruitment process is too slow
If you take more than one week to respond to an application, even if it’s to arrange an interview, there’s a 50% chance the candidate’s no longer interested.
This can get worse, especially for harder-to-fill roles. In many cases, we discovered that a nurse who has just uploaded their CV onto a job board to apply for a job, will have received more than 5 job-related telephone calls within the first 48 hours. So time really is of the essence.
Your recruitment strategy is all about you
Passive applicants, particularly those already in work, need nurturing to win them over. Whether that’s in your job ads or in the way you engage with them during the recruitment process, you should be building a database of interested candidates that you can approach if a vacancy arises.
If your adverts or selection process is all about filtering out unsuitable applicants, then you won’t get the candidates you need. You’ll want to entice candidates and give them something they’re not getting where they’re currently at. If it’s not a financial incentive, it could be offering them training days, mental health days, flexible shifts etc.
You are not performing your due diligence
There are two equally important factors that you need to assess candidates against:
- Can they do the job?
- Will they fit into your organisational culture?
The tools and processes for making these assessments need to be chosen carefully and must be deployed in the right way. By not performing due diligence you will undoubtedly run the risk of recruiting people that under-perform, become disengaged, and ultimately leave.
By delivering these tasks inappropriately, you will put off some of the best candidates who will subsequently drop out of the process. High levels of attrition in the first year of employment within the healthcare sector can often be put down to poor cultural and behavioural alignment, and a bums-on-seat recruitment strategy.
Your recruitment process needs automation
If you are re-directing applications from your job adverts to a careers page or an application form, then you’ll be losing over 50% of the candidates that hit the apply button.
Getting candidates to hit the apply button is the hardest bit – so why re-direct them to a pre-screening questionnaire? If you’re doing this, then statistically you’re losing a high percentage of candidates that wanted to apply to your vacancy.
It gets worse… research proves that the most passive (and probably the best) applicants are the most likely to drop out.
Multiple-stage interview processes can also lose great applicants. Unless the level or the complexity of the role determines it (and that usually means the salary will reflect this too), then more than one face-to-face interview places the best applicants at risk of dropping off.
Whilst certain situations might call for a second interview presentation and a meet the team type exercise; for most roles, getting the candidate to keep coming back is quite frankly unnecessary, and reflects badly on the company’s organisational ability.