New Care Home Opening – Minus the Recruitment Stress

New Care Home Opening – Minus the Recruitment Stress

A new care home opening is obviously a significant undertaking. There are many elements to consider from CQC, to home promotion and of course internal recruitment. Getting this all aligned correctly can be a challenge. Recruitment and hiring the best local staff will be one of a highest priorities from day one.

At Go Apply, we know and understand the pressures and time constraints that surround any new nursing or care home opening. That’s why we’ve developed healthcare recruitment support packages exclusively designed to maximise exposure in your locality and support your marketing operations for recruitment.

What Is Included in our Care Home Opening Packages?

With any new care home opening, you’ll want to make sure you are attracting the best available and appropriately qualified candidates from your local area. Not only do we bring a good deal of experience to the table to help you do this, we’re committed to working with you to ensure that we meet the challenges of locality-based healthcare recruiting.

Each location has its own special set of challenges and understanding this is essential if you want to be successful with achieving the quality and quantity of candidates required for posts at your new care or nursing home.

Our fixed price marketing recruitment packages are designed to give your care home the best of starts. These packages not only include features like a dedicated recruitment website, but specialist marketing solutions such as search engine optimisation and search engine marketing, so your vacancies can be found on Google and other search engines.

We are always keen to use high tech innovations, like chatbots for example. Chatbots support the here and now culture of 2019, which ensure candidates are able to engage and apply for posts at any time of day or night. This instant requirement mentality is commonplace amongst interested job hunters due the the vast amount of internet noise. Other essential techniques include correct set up of social media profiles on Facebook and Instagram, plus Google Maps and other locality based tools which we can quickly put in place to support, boost and maintain your local recruitment.

What are the Benefits?

Our packages are designed to be tailored to your specific needs from the very beginning. This is important for care home openings in particular where the recipe for recruitment success can sometimes take a while to bed in and figure out. We are in full agreement that the use of both traditional temporary and permanent recruitment agencies should be avoided or minimised whenever necessary.

Working with Go Apply, you get an agreed fixed price for the month, which means your organisation can safely budget for recruitment from day one without worrying about hidden costs. The monthly cost is irrespective of the number of new hires you take on, giving your business the flexibility and scope it needs to recruit successfully.

With any new care home opening, you want to make sure you minimise the stress of setting up and meet the challenges of recruiting in your local area. Our recruitment packages certainly allow you to do that. At Go Apply, we work closely alongside your commissioning manager and team to ensure all your recruitment needs are met, including screening, initial interviews and the organisation of local interviews.

With access to one of our dedicated account managers who will get to fully understand your business, you can be reassured someone is onside who understands your needs. If you are opening a new care home and want to give your recruitment marketing a maximum locality boost, contact our professional and friendly team today.

The Benefit of a Dedicated Healthcare Recruitment Webpage

The Benefit of a Dedicated Healthcare Recruitment Webpage

Effective recruitment is a key part of any healthcare business. Making sure that you have quick access to well-trained and experienced staff when you need them is vital. Stories in the news about care and nursing homes closing their doors because of a lack of qualified nurses and other healthcare professionals are unfortunately more common than we like to believe.

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 for social workers in the statutory sector have jumped from 7.3% in 2012 to 11% in 2016, and turnover rates continue to climb.”

Staff shortage is an ongoing challenge that has effected many areas of healthcare in recent years. The demand is not always met by the supply. Unfortunately, that can lead many nursing homes and businesses to have a shortage of the most qualified staff they need on site on a day to day basis. Most care organisations have their own websites. While this is a powerful tool for marketing the business, it can also be used to attract the relevant staff. The truth is that including a dedicated healthcare recruitment webpage on your company site can greatly improve your chances of attaining the right person at the right time.

A dedicated healthcare recruitment webpage provides a number of distinct advantages:

  • You can combine your recruitment with your brand message as a business or organisation which means you create consistency.
  • You can use it to direct the right potential candidates to your site where they can find out about the latest vacancies and, just as importantly, what your business does and whether it fits with their needs and qualifications.
  • You can use better marketing to highlight all the benefits of working for your care company, making it more likely suitably qualified and engaged candidates will apply.
  • You can link to your recruitment page from platforms like social media and create even more engagement.
  • Candidates get one link from your recruitment page to the application software making it easy for them to apply. The simpler it is, the more likely you are to get applications for any given job.

Undoubtedly, not having the right number of staff on board can put pressure on other members of staff. They have to make adjustments such as moving beds around or delaying admissions because there’s no one to care for patients. There may be times when staff are doing more than their fair share of shifts which leads to people to leave or take time off due to stress. Many care companies don’t put enough emphasis on their own recruitment, often depending on a local third party service which may or may not suit their needs. Putting in the right processes and systems is vital in ensuring that a steady supply of potential recruits is available and one of the best ways to do this is to include a recruitment page on your site.

At Go Apply, we have vast experience of supporting businesses such as care and nursing homes to resource and maintain their recruitment processes so that they attract the right staff. Contact us today if you want to find out how recruitment can be easier and work seamlessly with your website.

 

Develop a Social Media Healthcare Recruitment Strategy

Develop a Social Media Healthcare Recruitment Strategy

Finding a strong nurse or HCA for a job can be difficult for nursing home and care home managers and owners. Traditional methods of advertising in the newspaper or on radio simply aren’t as effective as they used to be. It’s important that you are able to make enough noise so that potential healthcare applicants know you have a vacancies. Spread the net wide enough to attract a wide selection of candidates, attract them to apply for a role and find out enough details about them to make an informed decision on the next stage. This is where an effective social media healthcare recruitment strategy can be very beneficial.

Here are just some of the benefits of using social media as a part of your healthcare recruitment strategy:

Brand promotion

Healthcare organisations have been using social media to promote their brand, products and services for years but they often overlook the benefits this has on the ability to recruit new team members at all levels. Representing your brand on platforms like Facebook, Twitter, Instagram and LinkedIn allows job-seekers to get an inside look at the ethos of the business and the benefits that would come from working for you.

Adds personality to your company

Social media is amazing in allowing you to use a more personalised approach to recruitment. By regularly posting engaging content which reflects the ethos of your brand, you will create a company personality that job-seekers can engage with. In addition, you can give more insight into the working environment within your company.

Examples of existing employees

Social media allows you to share content relating to the experiences and successes of existing nurses, care assistants or support workers. Things like employee profiles and celebratory congratulations are a great way of illustrating what it’s like to work for your company from the point of view of an actual employee. This gives much more credibility to your brand and allows potential candidates to get a glimpse of the benefits they could experience when working for you.

Hashtags

When it comes to recruitment, although there are a number of digital avenues to advertise through, it can be difficult to attract candidates when your job listings get buried at the bottom of a huge pile. However, social media allows you to be consistent and ensure that your brand’s voice is heard. Making use of hashtags is also a great technique for brand promotion.

Honest job adverts

One of the biggest benefits that comes with using social media as part of your healthcare recruitment strategy is that you are able to give an honest and detailed depiction of your brand. Using social media to post job adverts or link to third party jobs boards will give candidates more information and put the job role into context.

Applications

Of course it is important to make sure each advert provides a route to apply. Ensure you link to the job page on your website or an online job advert. The point is in the first instance to make applying a simple and easy process, with the right processes in place, managing applicants will be easy.

Paid social media

Your reach is only as big as your followers on social media platforms, we highly recommend paying to boost the reach of your post. This can be very cost effective however, as Facebook in particular allows you to target geographic areas and specific careers or hobbies. Making your advert often very effective.

Go Apply understands nursing homes and care homes in the UK. We are specialists in building applicant generating social media strategies as part of a recruitment solution. Simply we present rapid solutions for your team to source and recruit candidates more effectively. Get in touch with Go Apply now to find out how we can support you in developing your healthcare recruitment strategy.

 

 

How to attract passive healthcare candidates

How to attract passive healthcare candidates

For any organisation, particularly those that operate in the healthcare environment, attracting the best talent is becoming more of a challenge. Recruitment in general is currently sided with the employee at the moment, with many able to pick and choose where they work and who they are employed by.

Exploring all avenues that lead to successful recruitment is therefore important. One area that business owners often ignore is how to attract passive healthcare candidates. That’s mainly because most don’t know that they exist or what their value is.

What is a Passive Healthcare Candidate?

Passive healthcare candidates are working and not necessarily looking for a new job. They fit your job description for the post but aren’t likely to view your ad or contact your business. In truth, they might not even have heard of you. Remember in the healthcare environment there is so much candidate choice and opportunity, with literally hundreds of vacancies in each town.

So, why you would put in the effort to attract someone who is currently satisfied in the job they are doing? The other big question you need to answer is how you are going to attract that person to your organisation.

To answer the first, nearly 80% of professional working people fall into the passive healthcare candidates category. In that sense, you open up a lot more possibilities and a larger recruitment pool if you can access these individuals as well.

The second question is a little more difficult to answer and requires you to employ a range of different tools to get yourself noticed.

Leverage Your Online Presence and Social Media Platforms

Some of the best tools that you have available for attracting passive healthcare candidates are your website and social media platforms. They allow you to reach a wide variety of people on a daily basis, but only if you have the right components in place. For example, it’s important that your business is consistently and positively active on social media platforms like Facebook. Why? Because that is where healthcare talent tends to hang out.

There are plenty of ways to promote a positive message to potential passive healthcare candidates. That includes telling them about your achievements, showing you do care about your employees, and demonstrating the benefits of working for your business. You can use individual stories, post videos and images from events and create an online brand appeal that hits all the right pressure points for healthcare. In addition to boosting your own organisations persona on social media, it helps to have a well-built and sustainable online job website or page where those interested care assistants and nurses can find out more about you and your employment opportunities.

While you may be marketing your nursing home to potential residents and clients, you also need to be applying that same strategy to attracting the right employees, whether you currently have nursing and care vacancies or not. If you maintain a consistent online brand and make this easily recognisable, you can also begin to spread the word about your organisation through targeted social media campaigns. You can use paid advertising to reach out to certain demographics, those with the appropriate career history and interests.

Finally, you need to bring everything about your strategy to attract passive healthcare candidates together in a coherent fashion. Who are you looking for? How do you reach out to them? What platforms are they using? What messages do they want to hear? How do you get them to engage with you?

If you would like to find out how to transform your recruitment process, contact our friendly and experienced team at Go Apply today.

Embracing technology for effective healthcare recruitment

Embracing technology for effective healthcare recruitment

The evolution of technology has helped companies across all industries to streamline operations and reduce costs. Healthcare recruitment has changed in recent years thanks to the integration of online technologies and software systems. The ability to increase communication between potential care employers and employees has helped raise standards and onboarding speed within the healthcare industry. Here are just a selection of the technologies that can improve healthcare recruitment for the candidate and employer.

Healthcare Recruitment Software

There have been a number of different software programs developed specifically to help recruiters and employers find the best candidates for positions throughout all levels of the healthcare industry. Simplistic interfaces and streamlined data input methods allow employers to quickly and easily create job listings which include all of the essential information regarding the role. Recruitment software also has applicant tracking functions which allow for seamless communication between recruiters and potential candidates. This is the key, communications and documents in a single place and allowing for a more effective selection process.

Vacancy Web Pages

Websites are much easier to update in 2018 than ever before, which leaves no excuse to not keep your website up to date with the latest vacancies. With websites now becoming the outside face of many nursing home businesses, they are the primary way in which potential residents and family, plus potential job candidates find out more about the organisation. With the right process, having a specific section on a company website dedicated to recruitment and vacancies allows organisations to cut out any unnecessary steps and puts them directly in contact with nursing and care candidates. It also allows them to post job listings instantly with no fees or restrictions for effective healthcare recruitment.

With 2018 actual nurse vacancy rate in the UK currently at over 25%, the need for an experienced recruitment support partner that understands healthcare is an essential key.

Social Media

Social media has become a powerful tool for marketing and recruiting within the healthcare industry. With millions of users logging into social media platforms every day, healthcare employers have a way to reach a wide selection of potential candidates free of charge. Platforms like LinkedIn are particularly good for headhunting nurses and finding qualified and skilled professionals, Facebook is up and coming in this area and really reaches the care masses. With Facebooks Jobs launch in 2018 the platform is only getting bigger and provides a fantastic way to target potential recruits with reasons to apply for your vacancies.

Online Job Boards

There are now hundreds of different websites that serve as electronic job boards on which any recruiter or employer can place listings for new positions. Job boards are used by millions of job-seekers on a daily basis which makes them a valuable tool for companies looking to hire new staff by pushing out your vacancy online. Be aware that the best job boards can be expensive and not cost-effective unless maximised for true potential. Ensure you are not overcharged as many sites will charge direct employers much more for a single role or vacancy.

Video and Imagery

Thanks to the development of video technology, it is now easier than ever for healthcare companies to create unique and engaging content that will entice job-seekers and professionals. Research has shown that web browsers are more likely to engage with visual content which is why more companies are now using things like videos and images in recruitment adverts.

Technology has moved forward in recent years, it has allowed healthcare organisations large and small to offer streamlined recruitment processes without massive investment.

 

Go Apply understands the UK nursing home and care home sector. We are specialists in identifying existing recruitment issues and presenting rapid solutions for your team to source and recruit candidates more effectively. Get in touch to start the process.

 

 

Create a happy candidate experience for your nursing home

Create a happy candidate experience for your nursing home

When one of your nursing homes is looking to fill a role, it’s important that you find the right person that will gel with the rest of the staff. It’s also important that during the recruitment process you set a good precedent for the company. This stage is the first step on a potential employee’s journey into the business so you should strive to create a happy candidate experience for your nursing home and promote the benefits of working at your company. Here are some top tips to improve the overall process.

Ensure your job adverts can be found

If you’re looking for the best person to join your healthcare organisation, the first thing is that they need to find your advert! It is so important to spread the net by making the adverts widely available and the application process accessible for potential candidates, on multiple channels. This involves advertising through both online, social media and via traditional mediums.

This will vary based on location, but can include:

  • Online job boards
  • Local newspapers
  • Social media (all channels including Facebook, Twitter, Instagram)
  • Your website or online jobs page

An essential element of creating a successful recruitment plan is making sure all aspects are mobile-friendly. Modern care professionals are using their mobile phone for everything, so ensure you have personally checked how easy it is to apply. Understanding your candidates and communicating with this in mind is important to maximise your applications.

Streamline the recruitment process for a happy candidate experience

There will be a number of obstacles that can put applicants off or mean that care professionals do not apply for your roles. For example, a candidate may not apply if you make a CV mandatory. Let’s consider how many Care Assistants even have a current CV? This requirement can often reduce the overall number of applications you receive and you may be looking for personality over experience. The theory is to try and streamline the process as much as possible by removing any unnecessary hurdles, and building simple application routes you will maximise applications and fill those vacancies.

Sell the job for a happy candidate experience

When you’re looking to recruit new employees, ensure that you provide all of the important information they will need before applying, and extras. Try to put yourself in the shoes of the job-seeker and think about what they will want to know. Things like salary, job role description, location and required skills are all things that will dictate whether or not people apply, but also consider benefits and perks.

There is currently a care worker vacancy rate of over 8% in the UK, which means more vacancies than applicants, the nurse rate is even higher at 20%! This means that you will need to simply woo potential candidates with fabulous reasons to join your organisation and offer them a slick onboarding process.

Be quick with hiring decisions

Keeping things timely and efficient is a big part of the recruitment process. It will make the difference between hiring the best person and losing them to the nursing home down the road. This should be remembered at all stages of the recruitment process. Implementing a system to create quick and automatic responses to candidates isn’t as costly as it sounds. The reality is that time spent between initial application and interview should be kept to a minimum, to avoid candidates starting work elsewhere.

Local reputation is key

When someone applies to your vacancy, it’s important that you make the best possible impression and represent your brand professionally in the process. This can be achieved with a happy candidate experience from start to finish – much of this can be automated. Remember the power of social media, if a candidate has a bad experience or feels they were treated unfairly, it’s so easy for them to post a negative review. This can be managed with positive vibes and a happy candidate experience.

 

Go Apply are specialists in developing a happy candidate experience for nursing homes. Our goal is to help healthcare organisations fill internal vacancies and reduce agency spend. Get in touch today for a complimentary no obligation healthcheck.