Attracting Quality Applicants

This article frist appeared in the Autmn edition of Aged Care Australia

By Dr. Ken Byrne

As our economy moves closer to crisis, it may seem easier to attract more applicants. Despite this, we don't necessarily want more people. We want more of the right people. There's a big difference.

Most recruiting suffers from two major problems:

1.   Limited analysis of Benefits. Recruitment starts with asking some necessary but tough questions. First is "Why would someone want to work here rather than somewhere else"? If your answer is "we pay better", that won't be enough. Money will attract people to a job, but it won't keep them for long.

Everyone comes to work for psychological rewards. These include the feeling of making a difference, working with pleasant, like minded people, feeling appreciated for their efforts, and being part of a productive team. Of course there are the practical factors such as flexible hours, fair pay and working near home.

To attract high quality applicants you must be able to respond to the unspoken question: "What's in it for me to work with them"? This must be honest. It can only be described by you, and describe it you must.

2.   Fishing in the Wrong Pond. Suppose you want to catch trout. Your chances of success increase if you fish in a big pond that has lots of trout instead of say, a small pond full of guppies. So too with recruiting. Where are the people who are likely to want to work for you? How likely is it that they are reading a small two line want ad, or checking out the Internet? Sure, some might be, but is that the only pond you want to fish in?

Here are some practical ideas that have proven useful in letting people know about your opportunity. (If you don't really believe it's an opportunity, re-read #1 above.)

The Shopping Mall.

If lots of potentially high quality people are at the mall on Saturday, why not go there? Set up a small stand, and staff it with some of your most enthusiastic people. Some large photos and signage won't cost much, and can be used repeatedly. Lots of people may pass you by, but a lot will stop for a chat.

Develop A Recruitment Culture.

This means that everyone in the organization, from the top down, sees it as part of their job to be on the look out for good people. This is ongoing regardless of whether you're actively hiring or not. Ask potential applicants if their details can be added to your confidential "Talent File". Few will refuse. When openings occur, start your recruitment there. Remember though, all applicants have to complete the (hopefully rigorous) screening process.

Good Performers Who Have Left.

People leave for a variety of reasons, and circumstances can change. Keep track of them. Often a phone call some months (or years) down the track can have surprising results. They may even have thought of returning, but felt too shy to ask.

Develop Relationships With Training Facilities.

These people want to help their graduates get jobs. If you develop the right relationship, your agency can become the first "port of call" at graduation time. 

Create Your Own Internship.

Many programs require students to have some "real world" experience. Providing training usually means some supervision in return for temporary labour. This gives you a chance to identify future talent.

Use the Media Creatively.

Contact the local radio stations and community newspapers. Invite them to do a story on your facility. You need a snappy topic. Something like "The Rewards of Caring" or "A Job with Real Meaning" should work. Ask them to bring a photographer and have staff available who can talk passionately about their job.

Using the Economic Downturn.

Unfortunately, many people will become unemployed. That means that a lot of hard working, loyal people with life experience on their side will be looking for jobs. Many of them might have never thought of working in Aged Care. Contact the company and offer to send over information about your openings. Even better, ask to come and make a brief presentation.

Attracting the best people first means that you can describe how your job will satisfy their psychological needs. The next step is to spread the message in all the places where the best people are now. n

Dr. Ken Byrne is an expert is evaluating job applicants, especially for the aged care and public safety sectors. He is the Director of SAFESELECT.

Email: profile@safeselect.net.au

www.safeselect.net.au