Kaitlyn Nishimi, recruiter for Pacific Retirement Services based out of Medford, Ore., remembers before the pandemic, when operations had their pick of job candidates. Today, though, things have changed.
“Now, it's turned on its head and candidates have more jobs to choose from. They’re in the driver's seat right now, and so the onus is on us to take care of them in their needs,” Nishimi told attendees of AHF’s 2022 National Conference, held earlier this month in Scottsdale, Ariz.
When planning their recruiting process, operators should focus on transparency even before a potential hire steps in for an interview.
“I always preach efficiency and simplicity, especially in the age of the internet,” said Nishimi. “Now, everyone wants their information fast, easy and as transparent as possible,” said Nishimi.
This means that operators should be clear about things like wages and benefits when promoting the position, she said.
Once candidates are in the door for an interview, employees should not only ask potential hires questions, but also give them a holistic view of what a day in their operation looks like. Nishimi recommends having interviewees meet others in your organization to learn more about their roles and get a better feel for the work environment. Operators should also take time during the interview to illustrate how the potential hire can grow within the company.
“What's going to sell candidates nowadays is not what they're expected to do every day—people know how to serve and they're gonna serve—but really what they want to know is what we're going to contribute as an organization to their overall life,” said Nishimi.
While potential hires may not turn out to be long-term employees, if operators take the time to provide a positive interview experience, it can still provide benefits in the long run.
“If [candidates] have a positive experience talking to you and your team, they're more likely to refer their friends or come back in a few years when they're ready to find a new role,” said Nishimi.