When someone tells you their job recruiting doesn’t bring them joy anymore you think that would make me unhappy. It didn’t though, it made an easy personnel gap that needed filling fillable.
So, Linda finishes as a Recruitment Specialist (after 6 years) and begins her new role in the business. That new job will be as a Recruitment Support Manager, Linda will resource (help find us talent, do loads of research in addition to administrative support). She will also do PA for me.
I’ve been offline for nearly all year in terms of writing a blog because we’ve just been so busy!
You’ve kept us in business, and we’ve worked with lots of new clients – CEO roles, great assignments, confidential searches sometimes required and some jobs you’ve given us have been killers to fill. On the whole it’s been a good year to date.
We thought it would be nice for you, as either a P.J. client or candidate, to get insight into the life of Linda, and her journey so far as an aged care recruiter – loads of lessons learned, good stories and some tips and tricks for you in terms of winning candidates over when you are moving them through your recruitment processes.
LESSONS FROM A SEASONED AGED CARE RECRUITER
1. Describe a day in the life of an aged care recruiter. What do you do? What does it include? How do you structure your days?
An Aged Care Recruitment Consultant’s job is diverse. No two days are the same. Each day brings new opportunity to change someone’s life. And there’s a fair degree of resilience required.
With a shortage of skilled aged care professionals, an ageing (and soon to retire) workforce, and increasing demands of an ageing population makes what we do challenging. It is paramount that we recruit strategically, creatively, and progressively to remain competitive and fill open positions. Recruiting in this sector requires short and long-term relationship strategies and authentic communication. Candidate experience is increasingly crucial in a tight market.
The key to sorting out your day is having a solid plan of attack set out. I set the morning up to focus on working on the critical role(s). The afternoon is more spread out working on other opportunities on my desk that may be a little further down the pipeline. Finishing the day, I plan for the following day’s activity.
2. Favourite part of aged care recruiting
The people you meet and the relationships you form. Aged care professionals are passionate, caring, empathetic and genuine people. Knowing that your hard work and effort has played a role in helping someone advance in their career, and fill a gap within an organisation, gives me real joy and a sense of satisfaction.
3. Top three lessons learned
(i) Understanding that certain situations are out of your control and having resilience around this. You need to be able to get back up and keep pushing through any obstacles that get in the way of you achieving your goals.
(ii) Time management is critical, you need to use your time effectively and always be time sensitive whether it is finding candidates or replying to emails, calls, and texts.
(iii) Clear communication when speaking with clients and candidates alike, aiming to gain as much information from them as possible so that there are no surprises, as well as giving as much information as possible so everyone is on the same page.
4. If you could do anything different or better as a recruiter, what would it be?
Managing the process better so there are no delays in communication and in the process. It is crucial that when you have a quality candidate for a role that things move quickly and seamlessly. Establishing an agreement with the client and candidate at the beginning is best.
5. Top three tips to hiring managers to attract aged care talent (executive and management)
(i) View interviews as opportunities to develop good interpersonal relationships with candidates. Relationships formed through the interview process can often make the difference as to whether a candidate accepts an offer or not.
(ii) Sell the work environment. Showing the great opportunities that come with working for your company can be a fantastic recruitment tool. For instance, giving examples of succession plans or the career progression plan of already hired talent recruited into a similar position can instil a level of confidence.
(iii) Company brand and reputation is important. Invest time and effort on creating an efficient recruitment process that promotes and reflects a good experience. A well-crafted job description to the way the successful candidate is offered the position should reflect the company in a positive light.
6. Best (funniest/more mortifying or most memorable) recruitment story ever
I was video interviewing a candidate who was unemployed and was home looking after his newborn baby. I could see that he was sitting on his lounge with the laptop on the coffee table. During the interview the baby started to cry. He asked if it was ok to go and get the baby, which of course I said yes. As he stood up it became apparent that he was only wearing underwear, they were red. He then came back with his baby and did not bat an eyelid. I was that shocked I just proceeded with the interview, however, cutting it shorter than I had planned.
7. Favourite job filled and why?
The hardest job to fill is always the most rewarding. I was working on a regional Care Manager role in a very small NSW town. I set several hours aside each day to search, make calls, map out my process and progress to find qualified and suitable candidates. The time to fill was not quick, I needed a lot of resilience and determination to keep going. In the end I placed a lovely lady who had years of acute care experience and wanted to move into aged care. She was a perfect match for the home and for the manager.
8. Favourite client and why?
I would have to say my favourite client is Huntington’s NSW ACT. Working with such a passionate and genuine CEO was inspiring and enjoyable. Not only was he very responsive to all communication, but he also responded and moved quickly through the recruitment process.
9. Most effective tips when working with candidates?
Understand their why. You need to understand their reasons for making a change and if they are committed to making a move. Keep close and in regular contact, giving updates and always ask if anything has changed since your last conversation. Walk with them through the resignation process, give support and reinforce their decision.
10. What now for you?
I love working in aged care recruitment, especially since I have recently had to move my father into permanent care. Having worked as a consultant for 14 years, I feel that it is now time to step away from the pressure of the role. I am grateful that I work for a wonderful employer who understands my decision and is willing to give me an opportunity to work in more of a support specialist role. Until our next written comms to you – Christmas time – reach out if you have any recruitment needs or fancy a catch up. (02) 9144 4544 or email firstname.lastname@example.org