How to Prevent Caregiver Candidate Ghosting
If you're a recruiter or hiring manager, you've probably come across an applicant who disappears throughout the recruiting process. Perhaps they were your top prospect, or at the very least they appeared promising, but when you're ready to advance them, you hear nothing but radio silence.
So, how do you keep caregiver prospects from disappearing?
4 ways to keep caregiver candidates from ghosting
While you may not be able to pay or provide more benefits to new caregivers, you can increase communication between your agency and possible caregivers and provide them with a recruiting experience that makes it difficult to turn down a job.
1. Create a consumer-grade employee experience for caregiver recruitment.
The employment experience begins the moment a caregiver comes into contact with your employer brand. Make it a positive one by treating your job prospects with the same care, respect, and attention that you would provide to your customers. Don't allow a potential client query to go unanswered for two days, and don't let a job application go unanswered for two days, either.
When potential clients approach you, you make the case for why they should hire your home care organization for their loved ones. When caregivers approach you, make the case for why they should choose to work with your home care service.
2. Make the caregiver recruitment process clear from beginning to end.
Applicants are less likely to ghost when they understand where they are in the hiring process and what follows next.
Inform candidates that their application has been received.
2. Provide an easily accessible list of events in the recruiting process to applicants. This should detail each stage, who they will meet and how they will be evaluated, how long each step will take (an estimate is acceptable), and how they should prepare.
3. Automate the recruitment process.
We love recruiting automation because it saves recruiters and hiring managers so much time and money.
Smart automation software can follow applicants and highlight those who have gone silent (or are about to go silent) so you may contact them and re-engage them in the hiring process.
Maintain caregiver candidate engagement between human touchpoints using digital touchpoints that remind them where they are in the process.
4. Keep it personal at all times.
Automation will take the tedium out of hiring caretakers, but it will never replace the human element, and job searchers will leave if communication is cold and impersonal.
Job searchers want to know that there is someone on the other end of the phone who is willing to answer their questions and help them through the steps of recruitment, so provide your caregiver applicants with a genuine person they can contact (and who will respond in a timely manner).
If you discover that recruiting is taking longer than intended, contact applicants personally via phone or email to check in and keep them updated on your progress.
Use video to engage competent caregivers by introducing them to possible colleagues.
