Recruiting strategies to prevent understaffing
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This webinar will discuss the importance of an adequately staffed workforce, along with recruiting strategies to combat and overcome understaffing.
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Recruiting strategies to prevent understaffing
- 1. Coffee Break Webinar: Recruiting Strategies to Prevent Understaffing
- 2. SPEAKER In his leadership role with DATIS, Erik's focus has been delivering value, productivity, and efficiencies for organizations through Human Capital Management software. Erik graduated from Indiana University, Bloomington with a B.S. in Finance and a minor in German. After graduation, Erik worked for 5 years in various financial roles before joining Oracle, where he worked for 15 years. With over 20 years of experience in finance and software, Erik combines this knowledge to help organizations become leading Talent Management organizations.
- 3. WHAT WE’LL COVER • Issues understaffed Health and Human Services organizations face • Recruiting strategies to help combat understaffing • Choosing the right channel for recruiting • Looking forward
- 4. THE ISSUE OF UNDERSTAFFING • 59% of Health and Human Services executives believe their organizations are understaffed • Level of service quality suffers • Less individuals and families served • A lean workforce can lead to low employee satisfaction and turnover
- 5. Over
- 6. SET PERFORMANCE METRICS Invest in data analytics • Cost-per-hire • Quality-of-hire • Daily Lost Revenue • Turnover Rates
- 7. INTEGRATE WITH JOB BOARDS • LinkedIn, CareerBuilder, and Monster have seen an increase in use of 73% in the past 4 years • Candidates look for inviting job descriptions and a simple way to apply • Recruiting and onboarding software routes postings automatically to job boards and internal Careers page
- 8. COMPANY CAREER SITE Personalized microsites on organization’s homepage with open job positions and an easy-to-use application interface Optimize the site for mobile devices Career sites should represent the organization’s culture, values, and mission
- 10. OPTIMIZE SOCIAL MEDIA • Popular social media platforms to use are LinkedIn, Twitter, Instagram, and Facebook • Create social media accounts specifically to recruit with • Get employees involved in sharing posts • Link job posts from your social media directly to your Careers page
- 11. INVEST IN WORD OF MOUTH • 65% of respondents would consider an opportunity for a new job referred by a personal connection • Create an atmosphere that encourages employees to voluntarily invite others to fill vacant positions • Focus on culture, morale, and employee satisfaction • Offer incentives for referrals
- 12. LOOKING FORWARD • Health and Human Service executives will invest more in recruiting as industry demand remains high • Data analytics will help establish whether or not an organization’s recruiting strategy is efficient • Job boards will continue to play a vital role in recruiting strategy • The way organizations use social media for recruiting will develop and evolve
Editor's Notes
- Good afternoon, everyone. Thank you for joining us for today’s webinar focused on recruiting strategies to prevent understaffing. We will cover some of the key issues that Health and Human Services organizations tend to face when they are understaffed as well as a few recruiting strategies to help overcome these challenges. We will also be taking a deeper look into various recruiting channels and how to integrate them into your organization’s current processes.
- The primary goal for many executives in our industry is to improve their workforce’s performance in order to achieve their organization’s mission. Not only that, but recruiting talent can also help executives grow and scale their organizations to serve more clients in need. In order to fulfill these goals, executives need to hire qualified staff that can provide a higher level of service. Unfortunately for nonprofits, this is much easier said than done, as nonprofits face a unique set of recruitment challenges that are not experienced by the typical for-profit company. According to our recent Executive Priorities Survey, 59% believe their organizations are understaffed. As we know, some of the common issues associated with a workforce that is stretched too thin include providing a lower quality of service with less individuals served. From an organizational standpoint, a lean workforce itself can be detrimental to an organization, leading to low employee satisfaction and subsequent turnover.
- The DATIS Executive Priorities Survey of over 400 Health and Human Services Executives also revealed that more than a third of the respondents stated that Job Boards have proven to be the most successful recruiting channel for their organization, with social media and Word of Mouth following behind.
- Every organization wants to have the best-qualified talent that they can afford, but without setting performance metrics, it can be difficult to measure how successful a candidate will be. Data analytics have become increasingly popular over the past few years, especially during the recruitment stages. By identifying metrics such as cost-per-hire, quality-of-hire, daily lost revenue, and turnover rates, organizations are able to identify efficient, and inefficient, areas of their recruiting process.
- Job Boards being named as the most successful recruiting channel for Human Services is no surprise. In the past four years, professional websites like LinkedIn, CareerBuilder, and Monster have seen an increase in use of 73%. Posting to this channel makes it easy for agencies to get their open positions in front of the right people with relative, inviting job descriptions. These sites also make the application process for candidates simple to upload resumes, cover letters, credentials, and any other important documents. Taking this a step further, the use of recruiting and onboarding software provides seamless integration, automatically routing new job posts to an organization’s internal careers site and external job boards. This function is part of our software at DATIS and empowers organizations to get the word out to more candidates in less time.
- I’m sure many organizations have already created their Career site on their homepage, but as we start to integrate these pages with Job Boards and Social Media, it becomes even more essential that postings are accessible on any device. Optimizing your Career site for mobile and tablet devices makes it easier for applicants to access your posts and to apply. This site should also give the applicant a glance into the organization’s culture, values, and mission.
- Here is our DATIS Careers site, where we invite candidates to “Discover the DATIS difference”. We speak to our mission and values, and also touch on some of the benefits we provide to our employees. We try to be transparent to our applicants on this page and as you can see have posted a few photos and a video from day-to-day activities at the our office. On the bottom of the page, we have linked buttons to our Social Media Pages.
- 288 million people use Twitter every month. 300 million use Instagram and 890 million use Facebook every day. Hiring managers in the Human Services industry are increasingly turning to the social web to identify skilled professionals in the field. Overcoming understaffing by hiring the right candidates involves first being active with job posts on your social media pages as well as actively establishing your employer brand on these applications. Creating a social media account specifically to recruit with makes it easier to narrow down connections with the right people. Having employees sharing these posts on their pages is a great way to spread the word, fast. Linking job posts on social media directly back to your Careers page makes the application process seamless, and those that fail to fine-tune this process risk letting qualified applicants slip through the cracks. When it comes to establishing employer brand, it is helpful to actively post images that express your company culture by posting photos of your team events or activities.
- According to Monster, 65 percent of respondents would consider an opportunity for a new job if they learned about it from a personal connection. Word of mouth and referrals have been considered the most cost-effective method for recruiting and preventing understaffing. Although we like to consider this as the “less-costly" option, organizations must still invest in this channel in order to manage their employer brand and image. This starts by creating an environment that encourages employees to voluntarily invite others to fill vacant positions. This could be accomplished by empowering employees to plan company-sponsored events to boost morale and satisfaction, such as a happy hour or participating in a charity walk as a team. When employees are satisfied within their organization, they will tell their connections about potential job openings. As another referral option, organizations can offer incentives such as a bonus or extra PTO days for an employee that refers a candidate resulting in a new hire. Again, investing in Word of Mouth means investing in employee satisfaction as well.