8 reasons your current recruitment strategy within the care sector isn’t working
We’ve been working closely with more than 50 care organisations over the past 2 years, and we have gained a strong understanding of the most common issues faced amongst them.
More than most industries, your recruitment strategy can be hugely affected by external influences, which you have little or no control over – you might even be able to relate to some of these common problems that our clients in the care sector have regularly brought to our attention:
· Lack of funding. Ie, advertising spend, salary budgets
· Seasonal talent shortages
· Lack of time/resources for managing recruiting internally > Leading to an overreliance on agencies
· Unattractive/restrictive location for potential employees
· High attrition levels, especially in the first 12 months
But…how much time is spent looking intrinsically at the areas you can actually control and improve upon?
We’ve put our experience with companies similar to yours to use, and produced a blog that details 8 common factors that can restrict care organisation’s from achieving their full potential in their recruiting.
1. Your adverts suck!
When assessed against the key essential criteria that determine whether a job advert is likely to succeed 9/10 job adverts fail miserably.
Most adverts read like a job specification and fail to follow a structure, style or tone that works and do not place anywhere near enough emphasis on what the opportunity is for the prospective employee.
2. You posted your job adverts on the wrong channels
Around 75% of all online job related searches start in Google so did you test your job on Google before deciding which channels to post it on first?
If you did not then there is a very good chance that you could have missed the lion’s share of search traffic. Based upon a random sample of 200 job adverts taken from 4 separate leading job boards, we discovered that a shocking 88% of all adverts posted could have generated more applications from another advertising channel than the one that they chose.
3. Your Recruitment process is far too slow or long
Over 90% of candidates applying online are already in employment and according to research performed by Indeed, involving more than 250,000 candidates, over 70% said that they were assessing the company that they had just applied to against their experience of recruiting process and their interview experience.
If you take more than 48 hours to respond to a new applications or more than one week to turn around an application into an interview, especially for harder to fill roles, then you probably lost some of the best applicants along the way.
4. Your Recruitment Strategy is all about you
Over 90% of people performing job related searches are in work. (yes I know I already said that but it needs repeating again). Passive applicants need nurturing and romancing to win them over whether that is in your job advert or in the way that you engage with them during the recruitment process. If your adverts or selection process is all about screening out unsuitable applicants, then you will not attract the best candidates for your job.
5. You are not performing your screening and due diligence intelligently enough
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.
6. The best applicants are not buying into you or your organisation
According to the CIPD, over 90% of business owners agreed that recruiting the very best people they could each time that they have a vacancy, was probably the most influential aspect to future commercial growth. So why do we not approach the recruitment of staff appropriately?
Do you and the organisation build a relationship with the best applicants? Were the best applicants invited in to tour the facility and meet other people?
Did you ask the applicants what were the most important aspects to them in deciding on what new job to take?
It is a massive decision for most people to quit their current job and so do not expect candidates to accept an offer just because you made it to them.
7. Your Recruitment process is counter-productive to a Direct Hire Strategy
If you are re-directing applications from your job adverts to a career page or to an application form, then you will be losing over 50% of the candidates that hit the apply button.
If you are pre-screening as part of this process the chances are that you are losing between 70 and 85% of them.
It gets worse… Research proves that the most passive (and probably the best) applicants are the most likely to drop out.
I also want to add in to the mix, that 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. (I should note that on some occasions I would support a second interview presentation and a meet the team type exercise). However for most roles getting the candidate to keep coming back is quite frankly unnecessary and reflects badly on the companies organisational ability.
8. There is a disconnect between the recruiting team and the business
Most Coalface recruiters will admit that getting the job filled quickly and efficiently is their top priority.
But how can a business possibly deploy an effective process for always recruiting the best talent, when the people on the coalface are prioritising getting the job filled.
Until the business starts to influence and reward the behaviours that change this mentality they will never achieve their objective
About the Author
Mark Stephens has worked within the recruitment sector for nearly 20 years both in-house and agency side and more recently within the technology environment. Mark is a serial entrepreneur and is the founder of Smart Recruit Online, the Recruitment Alliance and The HR & Recruitment Resource Library. Mark has dedicated his time since 2007 researching the online recruitment sector from a user, technology, and candidate perspective and is regularly published and quoted by leading industry publications for his research and personal opinions.