From Manual to Automated: How Recruiting Automation Revolutionizes Senior Care Recruitment

How much time do you sink into advertising open positions, reviewing resumes, pre-screening applicants, interviewing candidates, making job offers, and onboarding new caregivers?

Most likely, you spend too much time on recruitment. From start to finish, the process can be unwieldy and take valuable resources away from workforce development, and, most importantly, client care.

The average time to hire varies widely by industry, but in the US it’s 44 days, a window that has been increasing for the last few years. In healthcare, the numbers are worse. According to data from LinkedIn, the healthcare industry has the fourth-longest time to hire, with a median of 59.5 days. The longer your process takes, the more likely qualified candidates are to drop out of your funnel, or be scooped by a competitor.

We think it’s time for the industry to do better.

The solution can be found in recruitment automation. Automating your senior care recruitment is the number-one method for adding qualified caregivers quickly and seamlessly to your team.

What is recruitment automation?

Recruitment automation is the process of turning manual tasks into automated ones so you can hire and onboard new staff quickly and efficiently.

For instance, instead of having a recruiter or hiring manager review dozens of applications for a caregiver position, your recruitment automation platform can review them for you and identify the most qualified candidates. Then, it can even schedule screening calls with the top applicants so your hiring managers can make contact and start nurturing those candidate leads right away.

In fact, it can automate much of the tedium of recruiting so you can focus on facetime with your top candidates.

Applicant tracking systems (ATS) are one of the most common forms of recruitment automation, but many ATS don’t have comprehensive automation capabilities, like job promotion, call scheduling, and onboarding.

How does recruitment automation work?

Recruitment automation is done using sophisticated software that executes your recruiting steps, tracks candidates, and stores valuable applicant and employee information.

Let’s say you need to add ten new caregivers to your senior care agency in the next six months. That’s a big hiring push, so instead of uploading a job requisition to a dozen job boards one at a time, screening each resume that arrives, and calling each applicant individually, then manually moving them through the process with clumsy spreadsheets or email threads, you can have your software do all of that.

As you prepare to launch your recruitment push, you’ll need to consider things like:

• The job description
• Where you want to advertise your open positions
• What requirements are must-haves for the role
• Who will interview candidates and the criteria they should look for
• The basic steps in the process, like pre-screening, interviews, credential checks, etc.
• Your if-then logic: i,e., if a candidate schedules an interview with a hiring manager, then notify that manager by email and add it to their calendar
• Whether you want to check references and how many
• The credentials to be verified
• Legal and tax documents to be collected at time of hire
• Onboarding materials and training for all new hires

Benefits of automating your senior care recruitment

Recruitment automation creates more time for relationship building, more time for developing your workforce’s skills, and taking care of client needs. The list of reasons to try it is long. Here are a few of our favorites:

• Scale your recruiting efforts without adding more talent acquisition staff. As your agency grows, you can recruit more caregivers when you need them; no need to add more HR or recruiting staff until you’re ready.

• Advertise job openings across the web—on job boards, social media platforms, and with digital ad campaigns.

• Identify the best candidate referral sources so you can devote your recruiting dollars to those job boards, social media platforms, campaign types, schools, and training programs.

• Write inclusive job descriptions, eliminating language that is gendered, ageist, ableist, or racially biased.

• Sort through large numbers of resumes and caregiver applications quickly.

• Track candidates as they move through your recruitment funnel so you can improve efficiency and fix leaks in your pipeline.

• Automatically schedule screening calls, interviews, and follow-up meetings by letting candidates choose the time and method best for them.

• Ensure you have diverse candidate slates before you move forward with the hiring process to help boost diversity on your teams.

• Complete the hiring process more quickly. Candidates can fall out of your pipeline if the process takes too long or they lose meaningful contact with your agency.

• Improve the candidate experience by automating outreach, customizing the candidate journey, and triggering if-then logic.

• Document evaluation rubrics and share notes among interviewers so hiring results are consistent across the agency.

• Trigger reference checks, credential verification, and qualification assessments as soon as candidates reach the right point in the hiring process.
• Onboard new hires quickly by gathering and storing important legal and tax paperwork.

• Safely and securely store candidate and employee data so you can hire and manage staff responsibly.

• Garner insights about your employee lifecycle by tracking tenure, advancement, and attrition of workers to help you retain staff longer.

Time to get your recruitment engine up and running—and saving you time

Ready to start automating your senior care recruiting? CareFunnels isn’t just for home care sales. Home Care Marketing Pros’ clients can use the same engine that powers sales growth to bring in qualified caregivers with efficiency and speed. Book a demo to see how.