Hiring is always a challenge. You want to choose someone who is not only going to help solve your short-term need by filling the open position but who can also grow with your company over time.
One of the biggest hiring mistakes that you can make is basing your decision solely on a resume. Of course, this is a good place to start. After all, you need to ensure that you are hiring someone with the appropriate background or required certifications – for example, if you are hiring someone who will be handling medications. However, other factors arguably matter much more than where someone went to school.
This article will go over three things that you should be looking for beyond the resume. These are qualities that you will need to discern in the phone or in-person interview. If multiple employees are interviewing candidates for the position, be sure that they look for the following:
This might not matter as much in other positions. Still, when you are hiring someone who will be working with seniors – many of whom struggle with physical, mental, or emotional challenges – it is critical that you hire individuals who care. Ask the candidate about previous people they have worked with (team members, patients, clients, etc.) and pay attention to the type of language they use. But keep in mind that burnout is all too common in the senior care industry; it is important that the candidate has healthy ways to deal with stress.
You might be able to get a sense of this while screening applicant resumes, but asking someone directly will be far more revealing. In the interview process, ask the candidate about their career goals as well as their personal interests. You are looking for candidates who are eager to learn and grow.
One of the most important questions you need to be asking yourself during the hiring process is whether this candidate is a good fit for your team. You could hire the most qualified person in the world, but if they are a poor fit, either they will not be around for long, and you will need to put more time and effort into finding yet another replacement, or – even worse – they will deteriorate your company culture. You need someone who can help keep morale and motivation high if you want to reduce the risk of burnout.
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