The healthcare industry – and particularly the senior care industry – has been hit particularly hard by the coronavirus. Many facilities are now in the difficult position of needing to hire qualified workers, but wanting to do so in a way that is safe for all parties (and in accordance with CDC guidelines).
Hiring people in the middle of a global pandemic is just as confusing and stressful as it sounds. In this article, we will go over some of the newest trends that many hiring managers are beginning to adopt. And, chances are, these new processes are likely to stay in place even after we “return to normal.”
Local and Immediate Focus
It goes without saying that most companies are no longer flying people in for interviews. Instead, they are first looking for local candidates, and then expanding that search as needed. Some companies are taking “local” to the extreme, and looking more and more at their existing talent pool, determining whether there is anyone that can be promoted from within.
Other positions are being increasingly filled with gig workers, or individuals who may have other jobs and can only work parttime. By focusing on interim positions, you can expedite the hiring process and get hands on deck quickly.
Remote Interviews and Training
Like everything else, interviews also need to be socially distanced. This is another way that it pays to focus on local candidates – those who can easily meet in an open-air space for a conversation. However, most interviews are now taking place over video platforms, like Zoom.
More companies ask applicants to submit recorded introductions of themselves, which can be a quick way to get a good idea of someone’s communication skills and whether or not they would fit within with your workplace culture. Similarly, by creating prerecorded onboarding materials – like a VR tour of your facility – you can actually save time and money down the line.
A Focus on Flexibility
In terms of benefits, flexibility is becoming more and more important to top talent. This could include offering shorter shifts, the ability to create one’s own hours, on-site childcare, or allowing “the right candidate” to start later than you would normally.
Remember that just saying that you offer “flexibility” in your job description is not enough – it has become an overused term that does not really mean anything. Make sure that you clearly communicate what you mean and provide as many examples as you can. By doing this, you will greatly increase the interest in your position, and improve the quality of candidates that apply.