by Karen Lehman, MHS President/CEO
At the MHS Members’ meeting in December, MHS asked members to rank their most pressing issues. It is not surprising that your highest priorities are recruitment and retention. MHS will continue to provide tools and resources that address these issues.
Here are five recruitment ideas worth considering:
- Hire Displaced Workers. Use the tools and information already developed in the LeadingAge (senior living) playbook. It provides information on hiring displaced workers, including pre-written templates and other ideas. https://playbook.leadingage.org/articles/chapter-7-supporting-and-managing-your-workforce-in-crisis/#recruitmentandretention
- Shorten and automate the job application process. National statistics show that 60% of applicants do not complete electronic job applications. Shorten the application process to capture only the essential information. These include name, phone number, email, job/field of interest, and best time to contact. Applicants can complete the longer version later. Invest in HR technology that allows for instant texting and communication with applicants.
- Provide non-wage assistance to employees such as housing, food/meals, and transportation. Discounted housing may include: local rentals; apartments for sale; and unused campus properties https://www.leadingage.org/providing-housing-your-workers
- Develop internship programs with local high schools and technical colleges.
- Provide a living wage. Moving toward a living wage can take time and involves research and planning. Learn about and understand minimum-wage salaries in your area. Research hiring wages in your competitive market. For entry level positions, look at local restaurants, hotels, retail outlets and factories. Set an aspirational goal for providing competitive salaries based upon your research. Then develop a plan for implementation including a timeline.
Your organizations shows your employees your care by how you treat each individual. You show this from the moment you respond to a recruitment outreach. Throughout the hiring and onboarding process you can show you value each individual. It is this connection that is so important and what matters most at the end of the day. Author Brené Brown sums it up:
”energy that exists between people when they feel seen, heard, and valued; when they can give and receive without judgment; and when they derive sustenance and strength from the relationship.”
Do you have a recruitment tool or process that is working for you that you’d like to share with other MHS members? Please share in the comments.
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