Recruiting top-quality senior professionals for aged care facilities is critical in providing exceptional care to residents. In the competitive landscape of aged care recruitment, the fee structure of recruitment services plays a significant role in determining the quality of candidates sourced.
While it may be tempting to opt for lower recruitment fees, the saying “you get what you pay for” holds true in this context. Paying higher recruitment fees ensures access to a pool of highly experienced professionals, expanded networks, proven results, and the craftsmanship that comes with tenure of recruitment expertise.
In this blog post, we will delve into the reasons why paying higher recruitment fees guarantees elevated quality in aged care placements and why it should be seen as an investment rather than an expense.
- Years of Experience in the Aged Care Industry and Recruitment
Experience in the art of recruitment is invaluable when it comes to age care recruitment. Senior recruitment professionals with years of industry and recruitment experience possess in-depth knowledge, insights, and understanding of the unique challenges and requirements of the aged care sector. IN addition, they are outstanding in managing candidates, courting them, through the recruitment funnel, on behalf of their clients. High touchpoints, loads of support, and lightning quick responsiveness are all benefits. They have honed their skills in identifying and evaluating the right candidates who possess the necessary expertise, empathy, and dedication to provide exceptional care. By partnering with recruitment services that prioritize experienced professionals, aged care providers can significantly increase the likelihood of finding the best-fit candidates for senior positions.
- Expanded Networks and Access to Hidden Talent
We have over 6700 candidates on our database, mostly aged care professionals. Recruitment services that charge higher fees often have well-established and extensive networks within the aged care industry. These networks reach beyond the local area, enabling access to a wider pool of talented professionals. By tapping into these networks, aged care providers are able to uncover hidden talent who may not be actively seeking job opportunities but are open to considering exceptional offers. The expanded networks of higher fee recruiters provide a distinct advantage in attracting top-quality senior professionals who may not be accessible through other channels.
- Proven Results and Track Record
Recruitment services that charge higher fees have a proven track record of successfully placing senior professionals in aged care settings, They have a reputation for delivering exceptional outcomes to satisfied clients. A higher fee structure often indicates a commitment to providing a higher level of service, which includes thorough candidate assessments, tailored recruitment strategies, and personalised attention. A record of accomplishment of proven results demonstrates that these recruiters have the expertise and resources necessary to attract and secure top-quality candidates.
- Craft Mastery with Tenure
Paying higher recruitment fees allows aged care facilities to benefit from the craftsmanship that comes with tenure. Experienced recruiters possess a deep understanding of the nuances of the aged care industry and the intricacies of senior-level positions. They have developed a keen eye for identifying candidates who possess the right blend of skills, knowledge, and cultural fit for each facility. Recruiters with years of experience have refined their craft, employing strategic techniques to identify, attract, and evaluate candidates to ensure a seamless fit within the organisation. At P.J. Recruitment and Executive Search we have almost 40 years of recruitment experience between us, and 30 years aged care recruitment is included in that. Unbeatable expertise that you would jump at for a higher fee.
- Avoiding the Race to the Bottom: Poor Quality and Vacant Positions
Choosing lower recruitment fees may seem like a cost-saving measure, but it often leads to compromises in quality and lengthy periods of vacant positions. In a race to the bottom, recruiters who charge lower fees may resort to quick and superficial candidate assessments, resulting in poor-quality placements that can have a detrimental impact on the facility’s operations and residents’ care. Additionally, quality of care provided, and lead to increased turnover. By investing in higher recruitment fees, aged care facilities can avoid the race to the bottom and ensure the recruitment process is thorough, resulting in better-quality hires and reduced vacancies.
- Exclusivity of Executive Search for Faster and Higher Quality Results
An exclusive executive search arrangement with a recruitment service can drive faster and higher quality results. When a facility opts for an exclusive partnership, it signals a commitment to finding the best possible candidates. The recruitment service dedicates its resources and expertise solely to that organisation’s recruitment needs, ensuring a focused and tailored approach. This exclusivity allows for a deeper understanding of the facility’s culture, values, and specific requirements, leading to a more precise candidate selection process.
By working exclusively with a recruitment service, aged care facilities can expect faster turnaround times in the recruitment process. The recruitment service can swiftly identify suitable candidates, leveraging their extensive networks, experience, and resources. With an exclusive arrangement, the job being recruited receives priority attention, leading to a streamlined recruitment process and minimised downtime for vacant positions.
Furthermore, the exclusive nature of executive search facilitates a higher quality of results. Recruiters can invest more time and effort into thoroughly evaluating candidates, conducting in-depth interviews, and assessing their compatibility with the organisation’s unique needs. This level of dedication ensures that the most qualified and suitable professionals are presented to the facility, reducing the risk of making costly hiring mistakes.
Conclusion
When it comes to recruiting senior professionals for aged care facilities, paying higher recruitment fees is an investment in quality. Here is what you are paying for:
- Years of experience in the aged care industry and recruitment
- Expanded networks
- Proven results (with loads of testimonials)
- Craft mastery
- Tenure of working in the recruitment industry
These are key advantages that higher fee recruiters bring to the table. While it may be tempting to opt for lower fees, doing so often leads to poorer quality candidates and prolonged vacancies, compromising the ability to provide exceptional care.
Exclusivity in executive search further elevates the recruitment process, driving faster results and higher quality outcomes. By partnering exclusively with a recruitment service, clients receive dedicated attention, tailored strategies, and a deep understanding of their specific requirements. This exclusivity ensures a more precise candidate selection process, resulting in optimal matches and minimized downtime for vacant positions.
In the quest to move from good to great, aged care facilities must prioritise the quality of senior professionals placed within their organisations. By investing in higher recruitment fees, facilities can secure the expertise, experience, and networks necessary to attract exceptional candidates who possess the skills, empathy, and dedication required in the aged care industry. In the end, the decision to pay higher recruitment fees is an investment that ensures the delivery of exceptional care to residents and overall success of the facility.
Frequently Asked Questions
How many years of aged care experience does P.J. Recruitment and Executive Search have?
Over 30 years
What are the average fees aged care recruiters charge?
Between 10% and 25%
Who do I speak to, so I do not miss top talent?
Call PJ 0414 412 418 or email discover@pjrecruitment.au