4 Tips to Set your Recruiter up for Success

Updated: Aug 25




Hi Guys, Rachel Gartner here, founder and CEO of Carework!


I'm here today to talk about four easy ways that you can set your home care

recruiter up for success.


Now, we all know that the home care hiring field is very competitive,

and there are so many different strategies, software and proposed solutions out there that want to capture your attention.


So, I know it can be very overwhelming.


But today, I just want to talk about FOUR simple things to focus on doing

for your recruiter TODAY to help them meet your hiring goal and prepare your agency for growth.


1) The first thing you can do to set your recruiter for success is train them on recruiting best practices.


Now, this may sound a little simple or a little obvious, but we see this a lot of times that a recruiter comes into a job and they're just kind of briefly trained on,

"Here's our indeed account. Here's how you post a job ad,
make sure to call the candidates! Bye and Good Luck!"

and they're expected to just figure it out on their own.


This is what leads to some agencies thinking that maybe their recruiters are lazy, not working hard enough or maybe they are not following up with people enough.

The truth is this is a detailed process.


There's a lot to take into consideration, a lot of strategies you can try and your recruiter should not be left alone day-to-day to figure this out by themselves,

nor should they be micromanaged.

If you can provide them access to high-quality training,

specific to Home Care recruiting, you can set them up to succeed.


2) Another thing that you can do is provide them with a great applicant tracking system.


I know, like I said before, there are so many software programs out there that want your attention!

I'm here to tell you that you can do this, even for FREE if you have a great system that can be customized to your individual office needs.


We have tracked over 50 thousand, applicants, helped thousands of caregivers get hired, and that's all with the custom process that we have built on airable.


Airtable is a flexible platform that we have put a lot of time and years of research into developing an applicant tracking system.


This makes it easy for our recruiters to sit down every day and know exactly who to follow. up with, what to say during a phone screen or reminder call and, make sure that no caregiver ever falls through the cracks.


3) The next thing that you can do is actually listen to what the caregivers and your recruiter are saying.


Listen to the feedback.

Why aren’t they booking interviews?
Why aren’t they interested?
Why are they not showing up to interviews/orientation?
Why are my ads not performing?

Then make changes as needed!


This is an area where recruiters can get really frustrated!


Maybe they're running into a lot of people who say that the pay is too low,

or the interview is too far away from where they live, and their owner is not working with them to develop creative solutions.


This sets your recruiter up for failure and then they're held accountable when they're not meeting the hiring goals.


So, if your recruiter is the primary one talking to caregivers every day,

make sure that you're keeping your mind open and you're listening to what they're hearing from the caregivers, you’re listening to the obstacles that they're running into and most of all, you're willing to make changes as needed.

Ideally, with a quality applicant tracking system, this data will be backed by numbers and easily shown with your hiring metrics.


4) The last thing you can do to set your recruiter up for success is right along the same lines...


Stay flexible!


It's going to take a lot of little (and sometimes big) changes over time.


You're recruiting needs will change.


Your market will change.


The national market will change as we have seen over the past couple of years due to the COVID-19 Pandemic starting in 2020.


So, you can't just set it and forget it. You can't just have a single strategy,

a single hiring process and expect that that's going to work forever.


Be flexible. Listen to your recruiter.


If they're coming in every day and doing their best, they may see things that you don't see and sometimes it may not be popular.

You may not like what they have to say but it could be the key in making your hiring process work, making your agency grow for years to come.


Be willing to break out of the out of the old mindset

“We've always done it this way
and this weeds out caregivers who wouldn't have shown up anyway.”

Keep your mind open!

Be willing to try new things.


We always encourage recruiters in our training programs to use data to make these suggestions.

So, hopefully your recruiter can come to you and say,

“if we make this new change, we will likely see the percentage of applicants booked increase
because the national trend is 29% and we're only getting 12%
so, here's exactly what we want to try since this is where the kink in the pipeline is.”

That's the kind of conversation I'm talking about!

Look at the numbers to see what they're telling you.


If you and your recruiter are not sure how you stack up to the national hiring trends, and where in your recruiting pipeline you need to focus,

we would love to help!

At Carework, we can help you zero in on exactly where in your pipeline

you're losing caregivers to other home care agencies.

We can find where in the pipeline are you falling below the national trends,

and then we can help you figure out the exact strategies you need to fix that.


If you're not getting the results you need, something is broken.

You and your recruiter need to sit down, look at the numbers and figure out what that is.

If you need any help, let us know!

Home Care hiring is all that we do and we would love to be of service to you!

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