Go Apply Wins Award for Innovation

Go Apply Wins Award for Innovation

Imagine our surprise to win the Award for Innovation at last weeks Observer Business Excellence Awards!

We were shortlisted and attended a gala dinner to celebrate with other finalists. To win the award truly supports our drive and determination to make a difference in the healthcare and care home sector. It also provides clarity, as we have an outstanding product portfolio that supports our client goals 100%.

Congratulations to the whole Go Apply team for this outstanding achievement.

About Go Apply

The Go Apply objective is to support healthcare organisations across the UK with innovative internal recruitment solutions. We provide an alternative to traditional recruitment agencies, by working with our clients to fix internal issues and pursue the following client goals.

1.   Reduce agency spend / reliance

2.   Reduce internal vacancies

3.   Improve the candidate hiring experience

Our blueprint is clear in design and allows us to support businesses to empower their internal hiring process through the following steps:

  • Hiring Process

We build and prepare slick recruitment processes that candidates and hiring managers love

  • Recruitment Systems

Manual or digital systems can be equally effective in different scenarios, we work with our clients for the best fit

  • People

We can support your recruitment team by empowering them to be hiring superstars

  • Recruitment Marketing

Ensuring vacancies gain maximum coverage will bring new applications. We find cost effective methods for results

  • Recruitment Support

We provide local recruitment support sourcing, screening and interviewing potential candidates

Services and Results

The UK healthcare market is currently experiencing unprecedented vacancy levels. According to a report in the Guardian last year: “On average, in care homes there are about 2,800 unfilled manager jobs at any one time while, despite concerted recruitment drives, vacancy rates and turnover rates continue to climb.” In addition the true sector vacancy rate calculated by Skills For Care in 2018 was 8.0%, equivalent to around 110,000 vacancies at any given time. This presents a very real challenge for healthcare organisations and internal recruiters who are seeking to attract the best candidates. Bringing new people into the sector is also proving to be a challenge and the overspend on temporary agency staff is on the rise according to the latest CQC State of Care report. Attracting a younger demographic is important in order to replace those who will retire in the next few years. This is made even more vital when you consider that a further 650,000 job places will need to be filled by 2035 to cope with the care needs of an ageing population.

These clear reviews and official warnings prove that Go Apply’s services are in demand. By offering an innovative alternative to traditional temporary staff agencies and permanent placement agencies we can significantly reduce costs and damaging agency reliance, offer improved continuity of staff, plus a legacy to our clients for the future. This is also a service that we guarantee based on results.

We have provided various client solutions:

We’re Finalists!! Observer Business Excellence Awards 2019 for Innovation

We’re Finalists!! Observer Business Excellence Awards 2019 for Innovation

We are delighted and excited to find out we have been shortlisted as Finalists in the Observer Business Excellence Awards 2019 for Innovation. The team is looking forward to the gala dinner and results in June 2019!

About Us

The Go Apply objective is to support healthcare organisations across the UK with innovative internal recruitment solutions and it is reassuring to receive credit for our services.
We provide an alternative to traditional recruitment agencies, by working with our clients to fix internal issues and pursue the following client goals.

  1. Reduce agency spend / reliance
  2. Reduce internal vacancies
  3. Improve the candidate hiring experience

Our blueprint is clear in design and allows us to support businesses to empower their internal hiring process through the following steps:

  1. Hiring Process
    We build and prepare slick recruitment processes that candidates and hiring managers love
  2. Recruitment Systems
    Manual or digital systems can be equally effective in different scenarios, we work with our clients for the best fit
  3. People
    We can support your recruitment team by empowering them to be hiring superstars
  4. Recruitment Marketing
    Ensuring vacancies gain maximum coverage will bring new applications. We find cost effective methods for results
  5. Recruitment Support
    We provide local recruitment support sourcing, screening and interviewing potential candidates

Services and Results

The UK healthcare market is currently experiencing unprecedented vacancy levels. According to a report in the Guardian last year: “On average, in care homes there are about 2,800 unfilled manager jobs at any one time while, despite concerted recruitment drives, vacancy rates and turnover rates continue to climb.” In addition the true sector vacancy rate calculated by Skills For Care in 2018 was 8.0%, equivalent to around 110,000 vacancies at any given time. This presents a very real challenge for healthcare organisations and internal recruiters who are seeking to attract the best candidates. Bringing new people into the sector is also proving to be a challenge and the overspend on temporary agency staff is on the rise according to the latest CQC State of Care report. Attracting a younger demographic is important in order to replace those who will retire in the next few years. This is made even more vital when you consider that a further 650,000 job places will need to be filled by 2035 to cope with the care needs of an ageing population.

These clear reviews and official warnings prove that Go Apply’s services are in demand. By offering an innovative alternative to traditional temporary staff agencies and permanent placement agencies we can significantly reduce costs and damaging agency reliance, offer improved continuity of staff, plus a legacy to our clients for the future. This is also a service that we guarantee based on results.

We have provided various client solutions including:

Seamless fit with your HR team

Seamless fit with your HR team

Results:

  • Performed in excess of 900 telephone interviews
  • Facilitated over 300 job interviews
  • Instrumental in more than 140 job offers
  • 42% decrease in agency spend by our clients in 2018 alone
  • The success of our initial contracts have allowed effective case studies that offer confidence to new and prospective clients, together with positive testimonials.

Company Initiatives

Workforce
From the beginning and under the guidance of a full time working mother, Go Apply understood the importance of a flexible workforce. Our current internal team is four strong and made up of three working mothers on flexible hours contracts, to work around the equally important family life. We offer reduced hours in the holidays, plus term time hours that fit around school. This allows us to tap into a skilled workforce that perhaps is overlooked in office environments due to the traditional 9-5 hours. For working parents 9.30am – 3pm is available and this provides us an effective and loyal employee that enjoys the balance on offer. In our opinion this untapped resource is a real feather in our cap as our team grows.

“Working for Go Apply allows me the opportunity of a rewarding career with the flexibility to still be a dedicated single mother to my 3 children. The part time hours fit in well with my family commitments and they offer flexibility during school holidays when needed.” Consultant.

Innovation and Reinvention
The world is moving at a fast pace, in particular with recruitment and internal hiring. Traditionally a newspaper advert or post with an online job board would suffice. Now much more is required to be seen and heard by potential job applicants, plus due to the competition levels offering more and appearing an attractive proposition is as important as ever. As an example we provide the latest solutions including an automated ‘chatbot’ that sits on a clients website. The artificial intelligence can take an applicant all the way through an initial application process and answer questions along the way. It is this style of innovation and development that makes our services stand out, and our clients campaigns more successful.

Client Guarantees
Our core services are fully guaranteed and based on results. We are confident that we will improve clients hiring situation, and offer a unique guarantee which is agreed prior to commencing work. This is based on key metrics, reducing spend and / or solving any specific issues unique to each project. Our guarantee “Working with Go Apply will not cost your organisation any more than your current associated spend, for improved results.”

“We recently worked with the Go Apply team on a major project. Having terminated a companywide agency agreement weeks previously, we needed to quickly establish PSL’s for each of our operational homes, working with multiple businesses and stakeholder. They were able to lead this project on our behalf, and introduced us to other professional parties who were able to better clarify our legal and tax positions on a number of aspects of the PSL arrangements, driving each to work within short timeframe. We are therefore very happy with the outcome achieved. We would definitely recommend Go Apply.” Chief Financial Officer, UK Healthcare Business.

ID Fraud in Healthcare – Have You Checked?

ID Fraud in Healthcare – Have You Checked?

The UK healthcare industry is in shock after the latest unearthing of right to work fraud in the healthcare sector. The Reliable Care scandal highlights the importance of supplier checks for reassurance, corporate compliance and most importantly patient / resident safety.

Whilst the Reliable Care Scandal is an isolated event, incidents of this nature damage the reputation of healthcare and temporary staffing and reinforce that it is critical for organisations to work with 100% compliant nursing agencies, without exception. It also provides all healthcare organisations the opportunity to review their current position. It is important to remember that most temporary staffing contracts between healthcare provider and temporary staffing agency are for staff, not care services (except in home care environments where the agency would be CQC registered). This means that contractually the agency is not responsible for the care provided.

Therefore the responsibility to ultimately ensure that agency staff are fully compliant, could legally be argued as down to the healthcare organisation procuring the staff. Remember the beneficiary of the care services is the end client.

And ignorance is not a defence, with the serious consequences of being found employing someone illegally and not having carried out the prescribed checks being so serious, why take the risk:

  • A civil penalty of £20,000 per illegal worker
  • Up to 5 years imprisonment
  • And many more including damage to reputation

Ask the question internally now, when did your organisation last perform a temporary staff audit with agency suppliers? Our recommendation would be at least every twelve months or more often where there is extended use with a certain staffing supplier. I suspect this is not the case and audits are rarely carried out.

What is a temporary staffing audit?

This can be a fairly simple process that can be done on-site at the agency or even as a secure remote process. The following elements are essential to review:

  • Face to face identity checks against an original official photo ID (passport, visa, driving licence)
  • Passport and photo ID scanning software utilised (NHS minimum requirements)
  • Right to work document checks – use latest home office guidance updated January 2019 – https://www.gov.uk/government/publications/right-to-work-checks-employers-guide
  • Checking references were obtained correctly prior to starting employment – Best practice could be two references obtained covering a minimum of 3 three years. A minimum of one work reference from an official source (work email domain).
  • Regular NMC pin checks for registered nurses
  • Checking validity and date of DBS – evidence that the original DBS was checked in person if using update service or a new DBS is obtained in the agency name, to be checked or renewed annually

We challenge all healthcare providers who use agencies to audit their providers to double check the response. Give clear instruction, randomise a 10% pool of agency staff and provide deadlines to analyse response times.

Helping healthcare organisations manage agencies is a key focus at Go Apply. We can support internal vacancy reduction and reducing agency costs, the agency PSL process as well as essential audits and audit process guidance. Get in touch now to arrange an informal chat and discuss how we can help your organisation.

 

Reduce Agency Spend with Effective Healthcare Recruitment

Reduce Agency Spend with Effective Healthcare Recruitment

Many healthcare businesses, including nursing homes, spend a lot on agencies and temporary workers. It’s often the most convenient and quickest way to get staff. Unfortunately, it’s not the most cost effective healthcare recruitment strategy.

Employing and retaining your own staff, rather than opting for temporary agency workers has a number of benefits. Not only does it reduce your wage bill because you are not being charged agency rates, you also have the benefit of regular staff who are able to provide continuity of care in your care or nursing home.

The good news is that employing your own staff is not as difficult as many people think. Put the right strategy in place and it can pay dividends for your business from day one.

Effective Healthcare Recruitment Advertising

Recruitment is a two way process. If you want to get qualified, talented full-time nursing staff, you need to think carefully how you reach out to them.

  1. Inspiring Job Posts

You may not think that writing a job post is marketing but it is. Putting your next job opportunity up online or in the local paper, requires careful thought and, above all, effective writing. Your job adverts should contain relevant information such as role descriptions and salary but also be exciting enough to entice the right candidates to apply.

  1. Social Media Recruitment

We all know that social media is an important way to communicate nowadays. Whether you love or hate Facebook and Twitter, they are the perfect tools for reaching out to candidates.

If your healthcare recruitment is stagnating, spending more quality time on these platforms can boost your engagement. Social media allows you to target specific audiences or locations and get in front of the people that matter to your healthcare business.

  1. Social Media Visibility

Did you know that 59% of people use social media to research a company they are interested in? People tend to want to work for businesses they have an affinity with. Most healthcare businesses can do a lot to improve their visibility to passive candidates and promote themselves. Show how well you treat staff, for instance, or what great facilities you have.

Make the Application Process Easy

Complicated application processes put candidates off. As with anything in life, the simpler you make it, the more engagement you should get. There are a few ways you can do this:

  1. A Dedicated Job Site

Listing jobs on your own site means that candidates can easily see what your healthcare business is all about at the same time as viewing vacancies. You could also combine your jobs page with careful keyword choices to improve SEO so that more people can find you.

  1. Online Application

You don’t want to put hurdles in the way of any potential applicant, so making it easy to apply online is vital. Many candidates will be searching for jobs on their mobiles and simplifying the process can help with this.

Forget about making it mandatory to attach a CV because many candidates in healthcare don’t have one. Include mobile friendly application forms instead and you may find that the response to your advertisement increases dramatically.

  1. Acknowledge Immediately

Once you get an application, always reply to say that you have received it. You can do this automatically nowadays with online applications. Let the candidate know if they have been unsuccessful or whether you want to see them or require further information. Good communication is vital if you want to attract the best candidates.

  1. Use Recruitment Software

Employing the right recruitment software can make a big difference if you have posts that you need to fill on a regular basis. It allows you to track and monitor applications, helping to manage candidates seamlessly through the application and interview process.

If you want to reduce your agency spend and develop  a more effective healthcare recruitment strategy, contact the team at Go Apply today to see how we can help.

 

Top 6 Recruitment Marketing Strategies for Healthcare

Top 6 Recruitment Marketing Strategies for Healthcare

We are in a candidate led market and people have changed the way they hunt for jobs. Clients and potential candidates alike are online, scouting for new concepts, ideas or next career move. Healthcare employers need to have a strong online presence with interactive job opening posts and recruitment messages to appeal to the job hunters. Your recruitment marketing strategies need to be well tailored for nurse candidate attraction to get the desired results.

Recruitment marketing needs innovative and evolving techniques with targeted strategies to be successful at talent acquisition for either permanent or temporary recruitment agencies.

What Are Recruitment Marketing Strategies?

Recruitment marketing strategies and techniques are focused on two primary techniques. The use of both strategies and all techniques are essential ingredients:

Inbound Marketing:

  • Marketing through use of engaging content that appeals to your audience, quite simply they find and come to you. This customer or candidate offers much more value as they will be more suited to the vacancy or at least interested.
  • Inbound marketing techniques in recruitment marketing could include:
    • Posting job adverts on job boards
    • Targeted paid advertising on
      • Google
      • Social media platforms such as Facebook, LinkedIn and Twitter
      • Job boards such as Indeed
  • Blogs and subject matter expert articles on your website
  • Targeted email campaigns or auto-responders
  • Search engine optimisation – SEO
  • Social media content generation
    • Branded images / videos
    • Blogs / articles
    • Sales messages
    • New vacancies
    • Word of mouth / Referrals

Outbound Marketing:

  • This is generally more traditional methods of marketing.
  • Focused on direct marketing tactics that push out a general message to candidates for example such as:
    • Spam emails
    • Cold calling
    • Trade shows
    • TV / Radio advertising
    • Print adverts (leaflets, newspapers or magazines, brochures etc)
    • Online banner adverts

Both recruitment marketing strategies are instrumentally important for recruiting a potential candidate. However, Inbound Marketing is gaining significant momentum as it aids in building long-term relationships and encourages dialogue between interested candidates and the recruitment agency.

Here are a few recruitment marketing strategies that support candidate attraction:

1 Social Media

Social media platforms have become part of our modern lives. Today, Millennials are using these platforms for a variety of purposes. Having an active social media presence can greatly assist you in acquiring and attracting the right talent. To engage potential candidates, post regularly to social media platforms to endorse employment opportunities and healthcare organisations.

Your social media strategy should include all popular social media platforms to include: LinkedIn, Facebook, Twitter and Instagram. Moreover, you should also focus on improving your search engine ranking through blogs, discussion platforms, link building, and so on.

2. Paid Social Media Advertising

While organic strategies do produce results, it is getting harder. Paid social media advertising on Facebook and LinkedIn can be extremely targeted and further amplify your reach. Paid adverts have a greater reach and produce immediate results. If you wish to reach your intended audience immediately, then invest in paid social media advertisement campaigns. A balanced organic and paid marketing strategy can produce massive results.

3. Website

To build your trust as a credible entity, a professionally designed and responsive website is a necessity in recruitment. Having a strong online presence will improve your chances of attracting the best talent. A modern, mobile friendly website will increase your professional image, enabling you to engage easily and attract your desired audience. The content featured on your website will assist in ensuring you have a better search engine ranking for better visibility.

4. Mobile Web

According to a survey conducted by Statcounter, mobile web usage in the UK has now superseded desktop consumption. This clearly indicates that smartphone usage has significantly increased. Making it integral for healthcare organisations to have a strong mobile web presence.

Mobile web must be a primary constituent of your marketing mix. Having an interactive and responsive mobile website will give you the best opportunity of reaching and engaging with your intended audience.

5. Job Boards

Head hunting websites are essentially important for the healthcare organisations. Candidates looking for a job or career switch are most likely to visit a job board in search of potential employers. Job posting on popular job boards in the United Kingdom. Such as Reed, CV Library, Monster, Indeed and Jobsite will create more visibility of your brand, and will aid in attracting potential candidates.

6. Job Advert Quality

Modern day recruitment competition is cutting-edge. Businesses have to focus on all aspects of marketing including content, style, layout, and design. Job advert quality is key in reflecting your credibility and professionalism as an agency, and being taken seriously.

Impeccable content paired with a responsive website, tailored social media campaigns and paid advertising will go a long way in supporting you to reach your target audience and attract the best talent. Make sure to give your target audience a synchronous experience across all mediums for desired results.

All these recruitment marketing strategies have produced greater outcomes for healthcare organisations seeking to acquire talent. Having a well-kept marketing and social media strategy in place can also help you in reaching your goal faster.

Go Apply provides recruitment support for healthcare organisations. We can assist healthcare companies including nursing homes of all sizes, anywhere to effectively fill internal vacancies and provide a recruitment legacy moving forward. Saving agency, advertising and other associated costs, including our fee, guaranteed!