5 key tips for hiring care workers

We're proud to have launched our latest guide - The Recruitment Guide for Care Organisations - but if you don't have time to read the full thing, here's a small handful of tips from our CEO - Chris Keeling!

The care sector is one of the most demanding and rewarding industries to work in. However, the recruitment process can often be complex and time-consuming for care organisations. With the right strategies and tools, you can streamline your hiring process, find the right candidates, and even save on recruitment costs.

So here are five key tips to help you manage recruitment in a care organisation effectively.

Clearly define what you're looking for

The first step in any recruitment process is to know exactly what you're looking for in a candidate. It may sound obvious, but many organisations make the mistake of not clearly defining the role they're hiring for. Instead of a dry, factual job description, try to infuse the role with your organisation's culture and values. This will not only help you attract the right candidates but also make your job postings more engaging.

For example, instead of a typical job description for a Social Care Worker, you could say, "We're looking for a champion of our care philosophy. You don't need prior experience; we're more interested in your ability to learn, your teamwork skills, and your empathy." This approach makes the role more appealing and helps you attract candidates who fit into your organisation's culture.

The importance of culture fit

Remember, skills can be taught, but a cultural fit is harder to find. When you clearly define what you're looking for, you're more likely to attract candidates who will thrive in your organisation's unique environment. This is especially crucial in the care sector, where empathy and teamwork are often just as important as technical skills.

Be strategic about where you advertise

The next step is to decide where to find your candidates. Many care organisations spend a significant amount on advertising and agencies, sometimes as much as £80,000 per annum. However, agencies should not be your first resort for many positions.

Instead, consider using an Applicant Tracking System (ATS) like ours at Jobtrain, which allows you to post your job openings to multiple platforms with a single click. Don't underestimate the power of social media either. Encourage your existing staff to share job postings; their networks can exponentially increase your reach.

The power of employee referrals

Employee referrals are often the most reliable source of quality candidates. When your existing staff vouch for someone, it's usually a good indicator that the person will fit well within your organisation. Plus, referred candidates are often more likely to accept a job offer, reducing your time-to-hire.

Make your application process user-friendly

A cumbersome application process can deter potential candidates. In fact, 73% of applicants abandon job applications if they take longer than 15 minutes, according to Hays. Moreover, 86% of candidates start their job search from their mobile phones. Therefore, your application process should be quick, easy, and mobile-friendly.

Our ATS at Jobtrain is designed to be user-friendly and mobile-optimised, ensuring that you don't lose out on potential candidates due to a complicated application process.

The mobile-first approach

In today's digital age, a mobile-first approach is not just a trend but a necessity. Make sure your application process is optimised for mobile devices to cater to the majority of job seekers who use their phones for job hunting.

Empower your hiring managers

Your hiring managers play a crucial role in the recruitment process. At Jobtrain, we've made it simple to create specific user levels for hiring managers, allowing them to access only the information relevant to them. This makes the system less complicated for them to use and allows them to focus on selecting the best candidates.

Giving hiring managers the right level of access also speeds up the offer process. For instance, the offer process can be reduced to just about 2 minutes, allowing you to be more strategic rather than reactive in your hiring decisions.

The role of technology in empowering managers

Technology can be a great enabler in the recruitment process. By automating routine tasks, you free up your hiring managers to focus on what really matters: finding the right candidates. Our ATS is designed to make this process as smooth as possible.

Leverage reporting and analytics

One of the most powerful features of a good ATS is its reporting functionality. At Jobtrain, our clients find the reporting tools extremely useful for pulling a variety of reports that help them manage their recruitment more effectively. Whether it's keeping track of bottlenecks, open jobs, or start dates, a good reporting system can make your life much easier.

Moreover, as you accumulate more recruitment data, these reports can provide valuable insights into your hiring process, helping you make data-driven decisions. For example, you can use the reporting features to demonstrate the return on investment to your stakeholders, thereby justifying the costs of your recruitment activities.

Data-driven recruitment

In today's competitive landscape, data-driven decision-making is crucial. By leveraging the analytics and reporting features of an ATS like ours, you can gain valuable insights that can help you refine your recruitment strategies over time.

In summary

Managing recruitment in a care organisation doesn't have to be a daunting task. With the right strategies and tools, you can streamline your hiring process, find the right candidates, and even save on recruitment costs. By clearly defining roles, being strategic about advertising, simplifying the application process, empowering your hiring managers, and leveraging reporting tools, you can take control of your recruitment process again.