In order to succeed, long term care organizations must hire qualified employees who are service-oriented, compassionate and flexible. To do so, talent acquisition professionals need to make sure their interview process is as efficient and effective as possible — especially given the surge of unqualified job applicants and the unique long term care working environment. Here are three steps that long term care organizations can take to ensure their interview process is as efficient and effective as possible in order to hire top talent.
1. Automate the recruitment process
When organizations use an applicant tracking system to process candidates, recruitment becomes simpler and more organized. Applicant tracking systems improve many facets of the recruitment process by allowing recruiters and hiring managers to sort through candidates quickly and identify those who are the best fit for open positions. An applicant tracking system manages the matching of applicants to jobs and the communication with candidates; this web-based software also helps ensure that information is properly routed to the appropriate person — candidates, recruiters or hiring managers. Promising applications can easily be sent on to hiring managers, task alerts can be set to ensure recruiters and hiring managers follow through, and candidate information can be quickly sent to both parties to elicit critical feedback. Already utilizing an applicant tracking system? To make the interview process more efficient, train hiring managers and talent acquisition professions on how to utilize the applicant tracking system to track metrics, such as time-to-fill open positions, so they can set recruitment goals to make the hiring process more efficient.
2. Identify candidates who match your organizational culture
Considering the high turnover rates in long term care, organizations should think about implementing a more effective method of finding and retaining their staff. Behavioral assessment software provides a more scientific approach to hiring long term care employees. By using behavioral assessments during the application process, recruiters can save time, while providing a positive experience for job seekers. When a candidate takes a behavioral assessment survey, they’re answering questions that will accurately and scientifically assess their inherent behavioral competencies such as compassion, flexibility and willingness to learn. The questions asked in an interview should be directly derived from the desired outcomes that the organization has in place. The behavioral assessment will assess the organization’s core values in your candidate and then generate a structured interview guide for your hiring managers to use. Jared Wright, Recruiter at Silverado At Home’s Dallas branch says: “Candidate’s often say that the questions really make them think about themselves and their behaviors in more depth. Those individuals frequently turn out to be the best applicants.”
3. Get residents and peers involved
By involving residents in your interview process you can introduce potential applicants to people who they’ll work with on a day-to-day basis. Panel interviews with customers will also make candidates feel as if they have already made a connection with the residents. By having your hiring managers sit in on this session, they are able to see how a candidate interacts with the residents and subjectively measure if they think the candidate is a fit for the organization’s mission, vision and values.
In addition to including residents in the process, peer interviewing also enhances the candidate experience by allowing candidates to meet their potential new team mates and employees feel more invested in the organization’s talent management strategy. Behavioral assessment software can facilitate team interviews by generating position-tailored interview guides based on the candidate’s behavioral assessment survey results.
Behavioral assessments also provide a more scientific approach to interviewing. The assessment software formulates the same questions in different ways to honestly determine how a candidate will behave on the job. “This will elicit some really good information about that candidate,” Melissa Koehn, Human Resources Director at Newton Presbyterian Manor, noted. “Something I really appreciate about the assessment is that it gives you a different way of asking a question to get the behavioral information you need. You can evaluate how candidates answer the survey, and this gives you a more well-rounded view of that person.”
In order to recruit and retain the best possible people to work in your long term care organization, the interview process must be as efficient and effective as possible. By implementing talent management software, such as an applicant tracking system and behavioral assessment software, long term care organizations are better equip to hire people who will provide a higher level of care to their residents. “People who wear their heart on their sleeve; people who give service from the heart – that’s who we’re looking for,” Koehn asserted.
Are you interested in learning more about how you can improve the interview process at your healthcare organization? Download our free educational white paper titled:
Improving the Interview Process: 6 Strategies for Healthcare HR and Talent Acquisition Professionals
In this white paper, we share six strategies for talent acquisition professionals to consider adopting to improve their healthcare organization’s interview process.