A Whitepaper From OnShift The Ultimate Guide To Mobile .

A Whitepaper from OnShiftThe Ultimate Guide ToMobile RecruitingIn Senior CareHHHHHH

MOBILE RECRUITING IN SENIOR CAREWhy Does Recruiting Matter? Applying to jobs can be a complex process. Employeesspend hours pulling together their resume, job history, references and credentialsonly to spend hours more making them fit into the required online application.andthat’s only just for one job. For many candidates, applying to jobs is a nightmareinvolving archaic systems, lengthy processes and a feeling of insignificance. And on top of that –it’s typically their first interaction with their potential new employer.According to CareerBuilder i, 60% of job seekers quit in the middle of filling out online jobapplications because of their length or complexity. Given the current workforce shortage, andhigh turnover in the industry, senior care companies have to attract qualified, enthusiasticemployees who are dedicated to quality care, service and compliance in order to thrive. And thatstarts by making sure they have the best practices in place for recruiting success.instant responses and are often applying to more thanone job at a time. If you don’t reach your candidateswithin a day or so, they’re off to their next opportunity. Attract superstars Create a positivecandidate experience Onboard future leadersThe State Of Recruiting InSenior Care Today3.7%unemploymentiiLet’s start with the basics.51%The workforce shortage in senior care isn’t goinganywhere – at least anytime soon. Between lowunemployment (3.7%)ii, high turnover (51% medianfor CNAs in long-term care and 36% median caregiverturnover in senior living)iii and the growing number ofopen positions (113% growth in the last six months)iv,providers across the nation are struggling to attractand retain caregivers.mediancaregiverturnover iiiRecruiting in senior care is difficult for a few reasons.First, with such high turnover rates, recruiters are ina constant state of finding, interviewing and hiringnew candidates – the search for new talent never ends.Second, recruiters often wear multiple hats. In onestudy conducted by OnShift, we found that schedulinga candidate interview is the responsibility of manydifferent departments, not just human resources(47%). Apart from human resources, it tends to go tothe department manager (38%), director of nursing(25%) or the scheduler (21%)v. Third, candidates want113% growth inopen positionsiv2

MOBILE RECRUITING IN SENIOR CAREIntroducing Mobile RecruitmentWho Is Responsible For Scheduling The CandidateInterview For Each Community?vThink back to the last time you got a call from anunknown number. Did you answer? Communicationtrends are changing. It’s not as common to answer acall from an unknown number as it once was. Foremployers, this means added delays in the hiringprocess, frustrated hiring managers and employeesmoving on to other %Director ofNursing25%Scheduler21%Administrator/Executive DirectorIn 2018, 95% of Americans owned a cell phone ofsome kindvi. Mobile phones, particularly smartphones,have become so engrained in our every day lives thatmore and more people are using them during theirjob search. According to Indeed, 78% of Millennials,73% of Gen Xers and 57.2% of Baby Boomers haveused mobile devices to find jobsvii. It’s clear thatmobile recruitment is quickly moving from a nice-tohave to a must-have for employers.OtherI don’t know13%10%4%0% 10% 20% 30% 40% 50% 60% 70%Let’s look at the numbers. Research shows that theaverage person checks their phone 150 times per dayviiiand the average millennial exchanges 67 text messagesper dayix. With both screen time and messaging thishigh, providers that aren’t using text-based recruitmentare missing out on an easy opportunity to capturecandidates’ attention. In fact, 90% of text messagesare read in 3 minutesx.Kristy Kerek, Director of Human Resources at EmbassyHealthcare, says it best, “The workforce out therewants quick, quick, quick. What are you going to dofor me next?” Candidates and employees are expectinginstant gratification, and one of the best ways todeliver is through an outstanding mobile experience.With the right technology, organizations can quicklyconnect with candidates, while giving them a personalized and memorable experience along the way. 95% of Americans own acell phonevi 90% of text messagesare read in 3 minutesx3

MOBILE RECRUITING IN SENIOR CAREWE’RE HIRING!8 Modern Recruiting BestPractices To Start Today Use Social Media Sharing ButtonsInclude social links on each posting where people canquickly share the opening across their social mediachannels. This is great for brand advocates andemployees to share with their network.Getting started with mobile recruitment can be alittle scary. But don’t worry, we’re here to help. We’veput together a list of quick hits to help you get asuperstar program in place and keep recruitingstrategies competitive. Incentivize Your Employees To Share Job PostingsConsider incentivizing your employees to share jobpostings with their network. This could be a gift cardfor simply sharing a post or a bonus when an employeereferral becomes a new hire.1. Create An Employer BrandAn employer brand is how organizations are perceivedpublicly. And prospective employees are doing theirresearch. They’re looking at your company website, jobreview sites like Glassdoor, social media, news articles,and current/former employees within their network.It’s important to understand how your organizationis perceived by the world. Take a look at the channelsyour community is on and make sure the story potentialcandidates see is what you want them to see. We haveincluded a quick checklist at the end of this paper tohelp your hiring efforts. Set Up Job Hiring AlertsSet up alerts so interested job seekers will automaticallyget triggered e-mails when a new opening at yourcompany is posted that aligns with their candidateprofile. Advertise OnlineSet aside a budget to advertise online. Companiesshould be able to track where their prospectiveemployees are coming from and determine how muchmoney to spend on their online recruiting efforts.Bonus: We have included a quick checklist at the endof this paper to help your hiring efforts. Remember Traditional Advertising MethodsWhile the internet is great for reaching a lot of people,consider the demographics of your area and the bestway to reach as many prospective hires as possible.Don’t forget traditional methods like newspaper adsand career fairs.2. Cast A Wide NetOnce a job is posted on a company’s job board, makesure that current employees are sharing it on as manychannels as possible. Think of hiring like a funnel - ateach step companies lose a few more candidates, so it’sbest to try to get as many possible in the initial stages.4

MOBILE RECRUITING IN SENIOR CARE3. Make Job Applications Mobile Friendly & Brief4. Quickly Respond To CandidatesAs previously mentioned, 60% of job seekers quit in themiddle of an application due to its length or complexityi.And many companies are revising their hiring practicesto not lose exceptional candidates who are frustratedby the recruiting experience. According to a study byIndeed.com, the job application for Facebook takeseight minutes to complete, five minutes for Apple, threeminutes for Salesforce and one minute for Netflixxi.Instead of inadvertently pushing their candidatesaway with complex applications, they are creating abetter, simpler initial experience.Once a candidate applies for a job, it’s the company’sresponsibility to get in touch with them as soon aspossible. In many cases, the company that potentialcandidate ends up working for is the one who reachedout to them first. This may mean adjusting yourcommunication preferences to ensure you’re the firstto reach them.5. Use Text Messaging To Connect With CandidatesAccording to Recruiting.com, 91% of people reportalways having their phone within arms reachviii. Thereis no question that text messaging is a great way toeasily connect with candidates quickly during thefirst part of the interview process.Are you losing candidates because of your lengthyhiring process? If so, consider collecting essentialinformation. Ask candidates to submit their name,email, phone number, last place of employment toverify job credentials and a resume for your hiringmanager to parse. If the candidate moves along furtherin the process, providers can get additional requiredinformation at the appropriate stage. Simplifying theapplication process should help make it more mobilefriendly too. Remember to frequently check your mobileapplication process to make sure it’s a seamlessexperience for candidates applying from a phoneor tablet.Shelly Szarek-Skodny, CEO, Century Oak Care Center,says text-based recruiting “has improved our metricsoverall; we’ve doubled the amount of candidates hiredwhile cutting our time-to-hire in half. And new employeeshave loved the quick interaction.”In fact, when it comes to contacting candidates viatext, OnShift found that it was nine times more efficientin scheduling interviewsxii. While phone calls can takehours to connect with candidates, text-based recruitinghas been shown to produce two times the number ofhires and a 50% faster time-to-hirexii.OnShift Text2Hire “ has improvedour metrics overall; we’ve doubledthe amount of candidates hired whilecutting our time-to-hire in half. Andnew employees have loved the quickinteraction.”-Shelly Szarek-Skodny CEO, Century Oak Care Center5

MOBILE RECRUITING IN SENIOR CARE6. Be Transparent With CandidatesRESUME RECEIVEDThink back to the last time you were interviewed. Wasit a good experience or an awful one? Give candidates a top-notch experience by letting them knowexactly where they stand every step of the way. Doing so builds trust with your company and kick-startsemployee engagement, should they come on board.Even if they don’t end up joining your team, they willremember the positive experience they had with yourcompany.PHONE SCREENINTERVIEWBACKGROUND CHECKOFFERTransparency can have a major impact on a candidate’soverall experience. It’s important for senior careproviders to explain how their hiring process works andprovide regular updates at each stage.HIRE7. Monitor Metrics To Make Improvements8. Automate Your Process With Artificial IntelligenceIt’s important to regularly check real-time recruitingmetrics to see the number of candidates contacted,interviews scheduled and job offers made.Once an organization has a baseline,they can monitor these metrics,determine what’s working andwhat’s not and then adjustprocesses accordingly.Artificial intelligence can help your organizationconnect, interview and hire candidates. Providersshould take a look at areas where they havethe ability to add automation to theirrecruit ment programs, includinghow they handleapplications and candidatecommunication throughoutthe hiring process. Automationis not meant to replace jobs,but rather to free up timefor staff to manage morestrategic priorities andinitiatives.For example, an organi zationmight uncover that certainjob posting websites ormonths yield better resultsfor their organization, orthat some hiring managershave a stronger hiring ratethan others.6