Hiring in the world of senior care isn’t easy, and it’s not getting any easier. A recent poll revealed that 3 out of 5 hiring managers and recruiters in the senior care industry believe hiring will be more challenging in 2018 than it was in 2017. And it’s not hard to see why.
Caregiver burnout, diminishing applicant pools, and other issues have all led to more open positions and longer time-to-fill numbers. But all hope is not lost. We found answers. And we found it by looking in a very likely place: the hiring data.
The Power of Hiring Data
We’ve always believed in the power of data. It’s unbiased. It’s unassuming. It has no agenda. It’s simply the truth, collected. And just as we believe in the power of data, we also believe the key to improving your hiring outcomes is through gathering and analyzing data.
So that’s exactly what we did.
We dug through our database and pulled hiring data from over one million job applications across 3,600 senior care locations. We looked at all kinds of hiring data, including hiring sources, peak apply times, applicant-to-hire ratios across different hiring channels — anything we could pull to provide invaluable insight into the issues that often surround senior care. As it turns out, a lot of those issues stem from the very beginning of the hiring process: the sourcing step. And that makes sense. When you understand where your hires are coming from and how they came to you, you can make better hiring decisions in the future. You can decide which channels to use and which to avoid. You can use your recruiting dollars more effectively and get more caregivers for your buck.
Presented below, in handsome infographic form, are our findings. Someone call Robert Stack. We’re about to tackle some unsolved mysteries.
Are you ready to optimize the way you hire in 2018? Talk with one of our representatives about what HealthcareSource Senior Living can do for you.