A career in senior living can be fulfilling for individuals with nurturing personalities. But, with all the staffing issues of both hospitality and healthcare industries, finding these candidates can be difficult. Then once they have been identified, employers must then find a way to connect with them on a personal level. Here are a few ways senior living communities can build candidate relationships that will convert them into loyal employees:
Let Candidates Peek Behind the Curtain
Some of the strongest candidates for many senior living roles come from other industries. However, they may feel hesitant to jump blindly into something new. Set up times for them to meet with as many team members as possible so they can get a feel for the dynamics. Allow them to job shadow onsite for a day to understand the ups and downs of Senior Living.
Also consider identifying residents willing to speak with candidates, especially if their role interacts with them often. Show them who they will be helping care for on a daily basis.
Go the Extra Mile for Star Candidates
It is a candidate’s market, and the smallest obstacle can make them reconsider their application. Learn what they truly want from their next employer, and if there are any hurdles the company can help them overcome.
For example, a candidate may have to relocate but also has a family member requiring special care. Companies can research local resources for them or offer to help cover extra costs (if not already covered by insurance). These extra efforts tell a candidate that the company will do more than support their employees on the job – they support them as people. This is a huge selling point in an industry that can be emotionally draining.
Don’t Forget About the People You Don’t Hire
Someone you reject today might be the perfect fit for your next hiring need. Do not permanently write off rejected candidates and assume they are not interested in future opportunities. Take extra steps to make sure they walk away from the hiring process with the best impression of your company.
Have a plan for gently rejecting candidates that includes an opportunity to learn why it was not a good fit and a commitment to keep in touch. Not only does this keep them open to future opportunities but helps your employer brand when they inevitably share their experience with colleagues.
Nurture Loyalty Past Recruitment
Create an onboarding program that involves lots of personalized education and one-on-one connection. Understand your new hire’s career goals. Tailor their onboarding to not only meet the needs of their current role but set them up for long-term career success.
Partner with Senior Living Recruitment Experts
Creating relationships with candidates can be tough when you are struggling to get applicants in the first place. Our Senior Living Recruiters can find qualified candidates, letting you focus on getting to know your future employees. Contact us to learn more.