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WHAT'S YOUR BEST MOVE WHEN HIRING IN 2020? 8 HIRING STRATEGIES TO ATTRACT TALENT IN THE NEW YEAR.

jrupenski@medbest.com
Hiring Strategies for 2020

When it comes to hiring strategies, what's your next move and hiring plan for 2020?

Hiring managers found that last year was filled with challenges when actively recruiting for top talent in Senior Living. In the New Year, we expect much of the same. Hiring Managers are under tremendous pressure to fill key positions with the right candidates against a landscape where candidates have plenty of choices and options. In other words, the candidate-driven market continues in 2020.

No matter the size or location of your senior living company and community, the methods and strategies by which you attract, secure, and retain highly talented employees are probably under review.  It has become a top priority to reassess and revamp them. What worked a few years ago, is unlikely to work today.

For this reason, we want to share 8 great hiring strategies for 2020:

  1. Identify what your retainable employees have in common.
    It is essential to find out why key people stay with your organization. What backgrounds, skills or personality traits do they have in common? Conduct “Stay Interviews.”  Stay interviews are trending and used to ask current employees why they continue to work for your organization.  The knowledge you gain can help attract new workers as well as retain your remaining valuable, high performing employees.
  2. Power through the talent crunch.
    In a candidate-driven market, if the current available talent doesn't meet your needs, you will need to change how and where you search for them.  Start with your competitors.  Can you lure their top performers to your company? Also, consider a wider net. If  you were able to find key talent within 50 miles and that's changed, expand your reach and consider relocating desirable talent.
  3. Consider interim talent as a short-term solution.
    For an unexpected vacancy or difficult talent search, organizations are turning to interim talent solutions. Interim workers can help bridge the talent gap and minimize any business disruption plus, it allows for extra time while searching for that permanent hire.
  4. Use mobile technologies and social media available.
    Today, it is estimated that 90% of job seekers are using mobile devices and social media during their search for a new job opportunity.  Senior Living organizations need to adapt and make mobile recruiting and social media an important part of their hiring strategy.  Also, consider using FaceTime, Skype or RingCentral, etc. to initially screen candidates. Tech-savvy hiring managers will have the edge.
  5. Build a talent pipeline even when not actively hiring.
    A talent pipeline should be developed in order to identify potential candidates that can be continuously nurtured and approached when vacancies arise.  There are several key reasons why it's absolutely necessary to implement a long-term sourcing strategy:  To develop relationships with future talent, shorten the time to hire, improve the interview process, and minimize business disruption.
  6. Brand your organization and culture as a “Best Workplace.”
    Organizations being named to a workplace “Best of” list can be a positive recruiting and retention tool .  Earning these types of accolades and creating a positive working environment, can serve as a way to brand your organization as a thriving, vibrant, and attractive place to work.  Not only will this boost the number of people wanting to work for your firm but will increase the morale and pride of current employees.
  7. Offer transparency throughout the hiring process.
    In this era of transparency, job candidates will no doubt scour your website, Google Reviews and Social Media. But what they expect from an interview with you is an accurate job description, honesty about growth potential, why the job is open, overview of company culture and mission, types of benefits and perks, and any challenge(s) that your organization is currently facing. Candidates also want to know the next steps…Will they hear back from you and when? How many subsequent interviews will there be? This type of transparency will make or break your shot at landing top candidates.
  8. Develop relationships with reputable recruiters.
    Senior Living recruiting firms have a sixth sense for the best passive candidates in the industry. A reputable search firm will have developed relationships with these candidates and have a deep and extensive network and database at their disposal. In addition, they will present you with those hard-to-find candidates that can't be found on job boards but meet your exact requirements.  Plus, they save you time and money due to speed in delivery and quality of candidates.

 

Julie MedbestABOUT JULIE RUPENSKI

Julie Rupenski is the Founder, President & CEO of MedBest, opening the doors in 2001. Since that time, Julie has gained national recognition for providing top talent solutions exclusively for the Senior Living Industry. Her specialties include filling C-Suite, Vice President, Regional, and Property level positions.

Julie has an in-depth knowledge of the Senior Living Industry since she previously worked in operations for both Senior Housing and Senior Living. Today, Julie makes it her personal and professional mission to place qualified people in health care positions where they have the greatest impact.

Julie's industry articles and interviews have been published in Provider MagazineLeadingAge MagazineFlorida Health Care Association Newsletter, PULSEFlorida Assisted Living Association Magazine, ASPIRE,  Florida Senior Living Association Newsletter, Pennsylvania Health Care Association Newsletter and Virginia Assisted Living Association Newsletter. 

Julie earned her degree in Gerontology at the University of South Florida, Tampa, Florida and continues to cultivate her career through senior living conferences, forums, trade shows, and expos.

Contact Julie Rupenski at jrupenski@medbest.com / 727-526-1294.

 

long term care recruiters

ABOUT MEDBEST

MedBest is a national Executive Search Firm exclusive to the Senior Living Industry established in 2001.  We recruit and acquire exceptional executive talent, permanent and interim, for all types of Senior Living Organizations and Communities across the US including Assisted Living, Continuing Care Retirement CommunitiesIndependent LivingMemory Care, and Skilled Nursing Facilities.

Connect with MedBest on LinkedInFacebook and Twitter @MedBestJobs.

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Upcoming VALA Webinars

VALA is proud to offer upcoming webinars for assisted living administrators, regional staff members, caregivers, nurses, and other staff members. The webinars will offer a variety of continuing education credits dependent upon the topics (i.e. NAB, Nursing, Social Work). Many of the webinars are held live with the ability of participants to interact with the presenter during the webinar. 

Virginia Board of Long-Term Care Administrators Continuing Education Requirements and Guidance
Per 18VAC95-30-70(A)(1) and 18VAC95-20-175(A)(1), Up to 10 of the 20 hours may be obtained through Internet or self-study courses and up to 10 continuing education hours in excess of the number required may be transferred or credited to the next renewal year. 

03/19/2020 CE guidance: During the six month extension of continuing competency requirements that must be obtained for the licensure period between April 1, 2019 - March 31, 2020, programs delivered via teleconference or webcast where there is an opportunity to interact wtih the speakers in real time ("interactive course") will count toward the 10 hours of continuing competency requirements that must be taken in addition to the 10 hours of internet or self-study hours.