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3 Tips to Fill Your Home Health Care Roster with Qualified Employees

As the demand for home health care services continues to increase, it’s critical for you to build a roster of qualified, compassionate employees who can provide top-notch care. But in today’s competitive hiring market, it can be challenging to attract and hire top talent for your open roles. 
With the right technology in place, you can staff for success at your home health care agency. Below, we’ve outlined a few ways you can make the most of hiring technology to fill your home health care roster.

1. Leverage Prescreen Surveys to Weed Out Applicants Who Aren’t a Fit

Hireology data found that more than 10 percent of all applicants across home health care agencies and home care agencies are lost simply because they’re never reviewed or they’re reviewed too late. An easy way to avoid lost applicants is by reviewing all applicants in a timely manner. 
Manually reviewing job applicants is time consuming and can lead to wasting time on unqualified applicants who aren’t a fit for your open roles. One way to speed up the initial applicant review process is by leveraging prescreen surveys. These surveys automatically get sent to new applicants, helping your team save time instead of reviewing each applicant manually. 
The surveys include “knock out” questions, so applicants who are absolutely not a fit for your open roles get eliminated from the hiring process. While you shouldn’t rely on prescreen surveys as the only way to manage whether or not a candidate is qualified, you can include questions to better understand candidates’ shift availability and certifications, among other criteria. If you include a knockout question asking if a candidate is available nights and he or she answers “no,” they will automatically be eliminated from the process, saving your hiring manager from spending time reviewing the applicant. 
Prescreen surveys are automatically scored and only the most qualified candidates move on to the next step in the hiring process, saving your team time and helping you keep candidates engaged by moving the hiring process along quickly.

2. Complete Automated Candidate Verifications 

Even if candidates pass your prescreen survey and interview process, it’s critical to include candidate verification as a final step in your home health care hiring process. Your employees have clients’ lives and wellbeing in their hands on a daily basis, so you want to have full confidence in candidates’ backgrounds before extending an offer. 
By embracing technology, you can speed up the reference and background check process without risking candidate quality. For reference checks, rather than your team playing phone tag with candidates’ references, candidates can simply fill in their references’ contact information and surveys are automatically sent out. References can fill out the surveys when they have a few minutes and automated reference checks take less than two days to complete, with an average response rate of 85 percent. And for background checks, candidates submit the required personal information and the rest of the process is taken care of automatically.

3. Tap into Tags to Highlight Top Candidates 

Chances are you’ve run into instances when you’ve had to make a tough decision between two final candidates who were both qualified for your open role. But just because you can’t hire every qualified candidate right away, this doesn’t mean they won’t be a fit for your open roles down the road. 
One way to keep track of top candidates who applied to your open roles in the past is by leveraging the candidate tagging feature in the Hireology platform. Tagging is a great way to remind yourself why you liked a candidate months down the road, if you chose not to move forward with them right away. Tags also offer you the opportunity to link similar candidates, ultimately turning your Hireology account into a resume database.
For example, you can more efficiently fill your roster by labeling candidates with such tags as “caregiver experience,” “CNA experience,” “CPR certified” or “available nights and weekends.” Then, when you have your next open role with one of these requirements, you can search for the tag and see a list of potential candidates. This saves you from starting from scratch each time you need to make a new hire. 
The demand for home health care services shows no signs of slowing down, meaning your team needs a process in place to continuously fill your roster with qualified candidates. By tapping into technology like the solutions outlined above, you can fill your open roles quickly and efficiently. If you’re interested in learning more about how technology can help you streamline hiring at your agency, read our resource, “The Seamless Hiring Process Playbook.”

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