CareNotes

This is a guest article by Julie Rupenski, the founder, president, and CEO of MedBest, an OHCA business partner.

It’s not breaking news that the overall job market is candidate-driven and will remain as such in 2023. Candidates have the upper hand over employers and have a number of employment options on the table. Employers, on the other hand, must work harder in trying to attract candidates by creating great cultures and work environments.

First impressions matter, and candidates are going to interviews with the thought, “do I like this organization?” They also come ready with lots of questions. In other words, candidates are interviewing you! With that said, what kind of candidate experience are you offering?

In order to succeed in hiring today’s senior living talent as senior living executive recruiters, incorporate a positive candidate experience, which starts before a candidate even walks in the door.

Here are 7 suggestions on how to create a positive candidate experience:

• Write accurate and compelling job descriptions: A compelling and concise job description is the first step in engaging candidates. Provide details about the role and company. Highlight what makes the organization unique and appealing. Always check to incorporate inclusive language and that job descriptions encourage candidates of all backgrounds to apply.
• Simplify the application process: Entice candidates and not chase them away with a long and overly complicated application process. Pique their interest and make them excited about working for you. They shouldn’t be confused or frustrated from the get-go.
• Portray organization as an employer of choice: With 79% of job seekers using social media in their job search, it’s important to promote the company’s brand and open roles across all social media platforms and the website career page. Give candidates a glimpse of what it would be like to work at the organization.
• Don’t let time kill hiring odds: As candidates respond to the open position(s), be sure to reach out to top candidates right away. With every passing day, they lose 10% interest in working with the organization if they don’t hear from you.
• Make the interviewing process quick and painless: Schedule interviews as soon as possible and don’t stretch out the process. Involving too many people can lose the best candidate(s).  Instead, conduct the first interviews over the phone or video chat, then decide on the best candidates and immediately schedule face-to-face interviews.
• Communicate. Communicate. Communicate: Interested candidates are going to spend time thinking about the opportunity presented. Make sure to stay in touch with the top candidates on a regular basis to keep their interest high. Plus, encourage them to reach out with any questions. Also, allow a team member to share their view on what it’s like to work at the company. Employee testimonials go a long way.
• Elaborate on the impact they’ll have in the role: A study by McKinsey found that 70% of employees said that their sense of purpose is defined by their work. Share how and why they will be a key part of the organization, delivering on the mission and hitting its long-term goals. Share how rewarding the work is in senior care.

Since this remains a candidate-driven job market, pull out all the stops when trying to attract senior living job candidates. It’s becoming increasingly important to concentrate on the candidate’s experience in the hiring process. In fact, candidates now expect better treatment if an organization wants them on board.