Introduction
It can feel overwhelming to find the right people for your home care agency. It’s compassionate caregivers who arrive on time and take the time to care about their clients. But where do you find them? And how can you be sure they’re qualified?
DSD Recruiting Staffing The team at DSD Recruitment has developed a formula that home care agencies can use to find the best possible candidates. They’re all about listening and hearing what you need, then introducing you to people who simply belong at your organization.
Challenges faced by Home Care Agencies: Why is home care so tough to hire?
High turnover rates is the problem common to most home care providers. Caregivers quit because they get better compensation, work hours or the job was different than they anticipated.
Regular job advertisements typically attract hundreds of applications. But quantity doesn’t mean quality. You spend hours reviewing resumes, only to find not a single candidate matches what you need.
And the problem only grows when agencies quickly try to fill positions. It costs time and money to hire the wrong people. It also impacts the care quality your clients get.
What Makes Talent Sourcing Different
Just posting a job ad and waiting for responses won’t cut it when talent sourcing is concerned. It’s a proactive process where recruiters are identifying the candidates who are well-suited before you even have an opening.
Think of it as the moment when, instead of waiting for fish to jump into your boat, you are casting a net in the right waters. You’re searching for certain people who have the skills and values your agency requires.
This proactive method saves time. When you need someone on a dime, you already have pre-vetted candidates to interview.
A look at the way DSD Recruiting helps you build Your Candidate Pipeline
Understanding Your Specific Needs
Every home care agency is different. Some deal with elderly care, others focus on pediatric help or disability services. DSD Recruiting begins by understanding your company.
They inquire about your types of shift requirements and the type of personality that succeeds in your organization. This discussion helps inform a vivid description of your ideal caregiver.
Searching Multiple Channels
DSD Recruiting is not a one trick pony. They have several ways to find candidates:
What are the networks through which health care workers network?
- Industry-specific job boards
- Referrals from current healthcare professionals
- Social media channels where potential carers participate
- Community groups that do care worker training
This multi-path DSD Recruiting workforce source pipeline is an initial resource that taps into a pool of candidates with different backgrounds and experiences.
Pre-Screening Before You Meet Them
Not all the applicants make it to you. DSD Recruiting Searches pre-screens for the following:
Core requirements such as certifications and licenses. They see to it that candidates have the legal right to work and the necessary training, including for home care jobs.
Level of experience that fits your requirements. You may have a candidate who sounds good on paper but is inexperienced working with the particular conditions that your clients have.
House call communication skills that make a difference. And when it comes to all of these parameters, caregivers are left explaining medication schedules, listening to responses and documenting that work.
Your shifts to be rostered, and bill you have a schedule to follow. It is no good interviewing a candidate who cannot work the hours you need covered.
Smart Talent Sourcing is a Key Driver for Businesses
For businesses, smart talent sourcing is about being strategic in where you look and how you assess candidates. DSD Recruiting Data Makes DSD Recruiting Better The data shown here prove this effort.
They identify sources that deliver candidates who last longer. They track which screening questions correlate to job success. This data makes the process that much more accurate over time.
And for home care agencies, lower mis-hires. You’re spending less time replacing people who didn’t pan out. Your team grows more solid, which leads to client satisfaction.
Building Relationships With Passive Candidates
The best caregivers aren’t necessarily out looking for a job. They could be working but available for a better opportunity. These are called passive candidates.
DSD Recruiting has connections with these people. They keep in touch regularly with one another, and share updates on their professional growth as well as new job opportunities in home care.
When you’re looking for fire, they can go to those passive candidates who may be looking for something different. This gets you exposure to people who otherwise would never have seen your job listing.
Reducing Time-to-Hire
Speed matters in home care. When a caregiver goes, you need a replacement, pronto. Your customers are not going to sit around for weeks while you finish a hiring process.
Talent sourcing shortens your timeline. Due to the fact that DSD Recruiting has a steady pool of pre-screened candidates, they are able to offer solutions in days rather than weeks.
You continue to interview, and you make the final decision. But you are selecting from candidates who have already been vetted. This is everything faster without losing quality.
Ensuring Cultural Fit
But personality counts, too, along with skills and certification. A caregiver may have gone to a great school and received the best training but that doesn’t mean she or he can communicate well with your clients or teammates.
During DSD screen, what type of behavioral questions do they ask? They want to know how candidates deal with stress, talk to families and react under pressure.
They also care about values. If compassion and patience are important at your agency, then they search for candidates who exemplify these interests in both their work history and when you interview.
The Ongoing Support Structure
Hiring does not stop when someone has accepted your offer. DSD Recruiting helps out during the tryout weeks.
They follow up with new hires during their first few weeks. This serves to highlight any issues sooner, before they become reasons to leave. They also get your input on how the candidate is doing.
This feedback loop is designed to assist with future deployment. They figure out what is effective and adapt how they source talent.
Adapting to Industry Changes
Home care regulations change. Certification requirements get updated. This is just one of many such changes and DSD Recruiting keeps up with them all.
They know which credentials are required in your state. They have information about the soon to be changes which may even impact hiring. This is what keeps you in the clear from any regulations.
They also track workforce trends. Even when the market is tight and there’s a scarcity of some kinds of specialty, they change their sourcing strategy to find people that meet their specifications.
Measuring Success Beyond Placement
Recruiting well is not only a function of just filling jobs. It’s about long-term success. DSD Recruiting monitors retention statistics for their placed candidates.
They’re curious to know if people stick around with your agency six months later. They consider why some placements work and others don’t. This knowledge helps them improve their process with intelligent talent sourcing for companies.
You experience that as better hiring. You get the candidates you receive closer to what actually works in your org.
Building Your Employer Brand
The way a candidate sees your organization influences who applies. DSD Recruiting to assist you in shining favorable light on your company!
They showcase what it is about your agency that makes it a good place to work. Perhaps you provide flexible schedules, professional development or a supportive team environment. These details attract quality candidates.
And they make sure that the hiring process reflects well on you. Good timing and clear communications show respect for candidates’ time. This professionalism is why people want to work for you.
Investing in Quality Over Speed
- When we race to fill spots, it typically misdires. The DSD Recruiting team knows how to balance speed and comprehensive vetting.
- Yes, they work quickly. But they’re not cutting corners that matter. Every candidate is carefully vetted. This is a preventive upfront investment that pays off down the line.
- You have people who are in fact qualified and interested in doing home care work. They’re more likely to stick around, do good work and build goodwill for your agency.
Making the Partnership Work
Success requires collaboration. DSD Recruiting works best when you are transparent about what is working and what isn’t.
Provide feedback on candidates they refer. Keep them updated about your changing needs. The more they know about your work, the better they can serve you.
This “partner” model to DSD Recruiting work force is a source strategy recruiting dynamics with your business growth.
Conclusion
It doesn’t have to cost an arm and a leg to find good caregivers. Our talent sourcing approach at DSD Recruiting is a relationship focused, strategic method to forming your team.
They sift through the candidates, screening and even doing some initial qualifying. You concentrate on interviewing the best candidates and running your agency. The outcome is a more robust, healthier workforce serving your clients.
In a job market with high turnover, standing beside you can make all the difference. You worry less about finding staffing and focus more on what counts: delivering quality home care.