How Blind CVs Impact the Recruitment Process
Danielle Meakin - 6 Comments - 29 Sep 2019

How Blind CVs Impact the Recruitment Process by Diana Nadim

A new solution for the recruitment process has stepped on the scene and it’s called blind hiring. A blind CV is the basis of blind hiring. It is a CV that doesn’t have any identifying factors like name, gender, age, or race. This type of recruitment has been introduced with the purpose of eliminating any type of conscious or subconscious bias. By evaluating the candidates more objectively, the companies will be able to hire diversified candidates who are truly fit for that job position. But the question is how does blind hiring affect the recruitment process?

 

The Presence of Bias in the Recruitment Process

As much as we would like to live in a world without discrimination or favouritism, the reality is that they are often present, especially in the world of business.

There are many pieces of research and academic studies that prove that bias is widespread in the hiring process. Take a look at the following facts:

  • According to a 2017 UK study, just a third (32%) of HR managers felt confident that they are not prejudiced when hiring new staff. Nearly half (48%) admitted that bias affects their candidate choice, while 20% said they couldn’t be sure if bias affected their decisions.
  • A report by the Women and Equalities Committee from 2016 showed that Muslim women are three times as likely as women in other social groups in the UK to be unemployed.
  • In a US study, universities seeking a laboratory manager were randomly given CVs with male or female names. Those with ‘male’ names were rated as “significantly more competent and hirable.”
  • As a part of their study, the US National Bureau of Economic Research sent out 40,000 fictional job applications and found that the fictional workers aged 49-51 received 19% fewer responses than those aged 29-31. Those aged 64-66 received 35% more interview invitations than those aged 29-31.

Such a discriminating attitude towards potential candidates enables companies to find the best candidates. The characteristics which employers subconsciously value more don’t necessarily depict a better candidate. That is why blind recruitment was introduced.

The Introduction of Blind Hiring

It all started in 1952 when this method was used by the Boston Symphony Orchestra. The musicians were asked to play behind the screen during their audition which increased the number of women who were accepted to the orchestra.

According to later research, blind auditions by 50% increase a woman’s chance of being accepted by an orchestra.

The problem with bias is that it happens subconsciously so people don’t have control over it. Even those who claim that they are completely objective while going through the candidate’s CV, they still might choose a male candidate rather than a female.

 

How Does a Blind CV Work?

In a recent podcast about unconscious bias, Ksenia Zheltoukhova the CIPD’s Head of Research said, “Anonymising CVs is an effective intervention for increasing diversity in organizations and reducing bias in recruitment.”

Therefore, it all starts with censoring the CVs. You can’t really make the whole recruitment process anonymous but CV censorship will help you pick the best of the best without subconscious bias.

A blind CV can be executed in more than one way. It all depends on how much you want to emit. One option is to just eliminate the basics such as name, gender, and name. Another option is to remove other personal details as well such as the educational background.

The reason why some recruiters opt for the second option – that is eliminating educational history – is to prevent favouring candidates who have a similar background to their own. For example, if the recruiter went to Yale, he or she might identify and feel closer to those candidates who also went to Yale.

The steps you need to take to make the blind CVs work are:

  1. Decide which information you want to remove from the CVs.
  2. Use an automation tool to anonymize the data or ask a colleague who won’t be a part of a recruitment process to eliminate that information from the CVs.
  3. Start reviewing blind CVs.

 

The Advantages of Blind CVs

Blind CVs can definitely improve your recruitment process. To summarize all the positive impacts:

  • They eliminate initial bias.
  • They don’t allow personal information to affect the recruiter’s judgment.
  • They single out the best candidates without focusing on race, age, or culture.
  • They help the recruiters hire a diversified workforce.
  • They show that the company isn’t discriminating.
  • They boost the employer brand.

You might think that your recruitment team is already as objective as it can be, but you’ll never know unless you give blind CVs a chance.

 

The Potential Issues of Blind CVs

While positive sides of blind CVs are notable, we can’t forget that there are two sides to every story. Some of the limitations and drawbacks of blind CVs are:

  • Those who have quotas for gender and race might not be able to fulfil them if they eliminate personal information.
  • Without knowing personal interests, the recruiters won’t know if the candidate is a match to their company’s culture.
  • It only eliminates bias from the initial stage of recruitment, so the bias can reappear during the interview.
  • The recruiters can still form bias based on other information; e.g. the experience can reveal the age of the candidate.
  • Eliminating personal information can lead to an incomplete picture of the employee. If someone has a gap in their work history, a blind CV won’t give the explanation why and therefore it can harm the candidate’s chances.

Undeniably, using blind CVs has its issues as much as it has its advantages, but it can bring some innovation and improvement to the hiring process. It all comes down to what the company finds to be the best for its progress.

 

Some Final Thoughts

Using blind CVs can improve your company’s diversity and help you choose the best candidates by putting bias aside. Besides using blind recruitment, you can also emphasize your commitment to diversity by stating on the job post that you are interested in forming a diverse team. Also, make sure that everyone on the hiring committee is ready to put their differences aside and accept the blind hiring process as the best choice for the company’s progress and success. By building a team of diverse people, you are building a better tomorrow for future generations.

 

Diana Adjadj

Diana Nadim is a writer and editor who has a Master degree in Marketing. She combines her passion for writing with her interest in research and creates thought-provoking content in various fields. Besides working as a contributor writer for TrustMyPaper and WowGrade, Diana also runs her own blog. What inspires her the most in her writing is traveling and meeting new people. Follow her on Twitter.

 

Offering support for both recruiters and on-site HR workforces, Smart Recruit Online helps businesses find and hire the best talent more efficiently. To see how SRO can improve your talent acquisition, campaign management, and candidate screening workflows, book a demo today. 

Book a demo

 

 

Diana Nadim


Diana Nadim is a writer and editor who has a Master degree in Marketing. She combines her passion for writing with her interest in research and creates thought-provoking content in various fields. Besides working as a contributor writer for TrustMyPaper and WowGrade, Diana also runs her own blog. What inspires her the most in her writing is traveling and meeting new people. Follow her on Twitter.


Improving Recruitment Strategies With AI in 2020
Danielle Meakin - 6 Comments - 29 Sep 2019

Improving Recruitment Strategies With AI in 2020 – Written by Jillian Craig for smartrecruitonline.com

In a job market that’s mostly candidate-driven, job adverts and traditional recruiting tactics just aren’t going to cut it. In fact, according to recruiting researchers from The Ladders, potential candidates only read job ads for around 50 to 75 seconds, depending on how much one matches their current skillset and interest right from the get-go. A minute is barely enough to convey a job’s full description, much less its perks and the company’s background. This is why recruiting strategies are being further developed every day — to keep up with the ever-changing recruitment landscape, and its equally dynamic list of applicants.

We’ve seen a lot of recruiting trends these past few years, but the thing that has stood out most recently has to be the growing use of artificial intelligence (AI) and machine learning. In this article, I want to introduce you to the basics of how recruiters are using this revolutionary piece of technology to find the right talent and improve.

 

Engaging with chatbots

Chatbots are much more than just flashy additions to a website or a social media profile, they are in many cases a by-product of AI and machine learning, which means they can work by analyzing data and making informed decisions out of it. In this respect, AI can be used to reduce the time it takes to hire potential candidates. Mya, for example, is a chatbot that actively converses with applicants while creating candidate profiles, shortlisting some of them, as well as scheduling interviews. In this way, AI is actively streamlining and automating big parts of the recruitment process.

 

Avoiding video interview scams

Video interviews are also becoming an integral part of the recruiting and selection process. However, how do you determine that an applicant is genuine from the other side of the camera? Paññã is an AI-driven platform that can help detect “anomalies” during video interviews. For example, if the applicant regularly looks away from the screen a few times, it may indicate the use of cue cards. Paññã can even recognise other voices in the background, in case applicants have a friend on the phone for help in answering questions. Advances in facial recognition technology can also provide insights into the applicant when answering questions, based on confidence levels and indicating as to whether they are likely to be fabricating their answers.

 

Improving job adverts

In a time when competition for jobs is growing increasingly fierce, recruiters shouldn’t just leave the applicant hunt to chance. And more often than not, it starts with the kind of job postings you publish online. Fortunately, tools like Textio can help harness the power of data and predictive analytics to come up with the most effective language patterns when creating job posts. The software even provides alternative words that are statistically proven to appeal to the exact audience you’re looking for. True enough, Ayima Kickstart underlines the importance of SEO, using the right keywords, and utilising standard discovery processes. That way, not only do posts get the online traffic they need, but you’ll be able to come up with the most effective job advert in the process.

 

Automating the assessment of applicants

Grading and ranking of applications for relevance has been around for some time, in a crude type of format, using individual keyword matching algorithms, but advances in AI and Machine Learning in platforms such as Smart Recruit Online, are providing far more advanced automated screening than ever before, by cross referencing each word with dictionaries and thesauruses, looking at variants and combinations of words, semantics and predictive analytics are all combining to identify the best matched candidates automatically, based on their relevance to the information provided about the role.

The added advantage of such systems in addition to the time saving is in directing the recruiter to the best matched individuals more quickly, being devoid of human error, making real-time assessments and removing conscious or subconscious bias from the first phase of screening.

 

Automating referral programs

Most companies are already utilising “basic” CV filtering methods. That is, narrowing down the list of potential candidates based on skills and relevance. In fact, a previous article on Smart Recruit Online notes how recruiters often look for broad skill sets among potential employees; and this entire process can be made more efficient with AI. Specifically. It learns what an existing employee’s skills are and then applies this knowledge to new applicants or to CV’s in a database, to automatically shortlist and recommend potential candidates.

In this manner, AI can help sort through thousands of CVs faster than any human can, freeing up their time towards more productive activities as opposed to just doing repetitive, mechanical tasks.

As more and more tools and systems become centralized, we expect to see further developments in how AI and Machine learning will assist and influence recruiter behaviours. Hopefully, by removing repetitive and mechanical tasks, this will allow recruiters to deliver a better, more human candidate experience to those that are being considered and improve communication efficiencies when it comes to informing unsuitable applicants.

 

Smart Recruit Online offers an award-winning talent attraction software that will transform your recruitment strategy.

To book a demo with us and learn more about what our technology can do for your business, click here.

 

About the Author:

 

Jillian Craig is an aspiring tech writer whose love for technology stems from her love for video games. Since she held her first Gameboy Color and watched the fast-paced development of gaming consoles, she’s been curious about technology and how it impacts businesses and consumers alike.

 

Smart Recruit Online offers a low cost multi-award winning online recruitment service with a 98% independent customer satisfaction rating and the highest direct-hire fill rate in the UK.

To book a demo with us and learn more about how our technology can transform your recruiting process, click here.

Book a demo

 

 

JillianCraig@smartrecroot.com'
Jillian Craig


Jillian Craig is an aspiring tech writer whose love for technology stems from her love for video games. Since she held her first Gameboy Color and watched the fast-paced development of gaming consoles, she's been curious about technology and how it impacts businesses and consumers alike.


5 Signs That You Are Interviewing a Bad Candidate
Danielle Meakin - 6 Comments - 29 Sep 2019

5 Things To Look Out For During An Interview by Mark Stephens

When interviewing applicants it can sometimes be easy to get carried away and miss the warning signs, especially if you actually like the individual sitting in front of you. However, recruiting the right people means ruthlessly discarding those that don’t meet the minimum standards.

Here are 5 critical items to look out for when you run your next interview:

 

1. They haven’t prepared for the interview

As an absolute minimum, any individual attending an interview should have visited your website, know a little bit about you, and be able to explain what it is that you do. If they don’t know these basics, then how can they put forward a strong case as to why you should hire them?

 

2. They don’t ask questions

Some people are very good at responding to interview questions and articulating what they think you want to hear, but anyone that is serious about establishing a successful career with you will have plenty of questions for you and not just at the end of the interview. Each time you ask the applicant a question, this is a great opportunity for the best candidates to respond with questions of their own.

 

3. No depth to their answers

Weak candidates and those that might have expanded upon the truth in their CV’s have very little depth, and this is relatively easy to establish. Behavioural interviewing techniques will allow you to ask several layers of questions around the original question and when people lack genuine knowledge, understanding and experience, they tend to come unstuck. When you take this approach they generally start to waffle. Look for eyes that look to the candidate’s right when responding. This is an obvious sign that they are tapping into the creative side of their brain to make up an answer.

 

Candidate Behaviour

 

4. They see their job as 9-5

Some jobs are for plodders, but when most of us recruit, we want dynamic, energetic, self-motivated people who can take on responsibility and treat your company and customers with care and attention and grow with the company. The reward for this is longevity, stability, respect, progress, responsibility and remuneration that should increase appropriately. To progress faster requires more educational input and that should not stop within the confines of a working day. People who do not invest in themselves, through self-learning, reading, courses and training will only ever likely be plodders.

 

5. They don’t accept responsibility for their mistakes

During the interview, you’ll want to ask about a time when they had to handle a difficult or awkward situation at work and how they resolved it. You can also ask them about their previous working relationships, especially those with managers that might have held them back.

People who blatantly blame others for their own lack of success or failures will bring that blame culture and mentality into your organisation.

 

Screening

Getting applicants to complete a behavioural assessment ahead of an interview is a great way to help identify cultural and behavioural areas of potential conflict.

At SRO we use a fantastic tool called Prism Brain Mapping, that allows you to benchmark the most critical behavioural and cultural elements associated with the job and when candidates complete a questionnaire designed to encourage them to highlight the behaviours that are most critical to them and that motivate them, we get a clear indication of where those areas of potential conflict are.

These tools are an amazing interview aid and encourage the recruiter to dig in the right areas and uncover the areas of risk relating to that candidate, in regards to the job you are considering them for.

Many online tools that can be activated within your talent acquisition system will help minimise the risk of hiring the wrong people and help to ensure that interviews stay on point.

About the Author:

Mark Stephens

Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last seven years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications.

His company, Smart Recruit Online, have been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months and currently hold the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.

Connect with Mark Stephens on LinkedIn

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book a demo

 

 

Mark Stephens


Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.


10 Ways To Improve Employee Motivation
Danielle Meakin - 6 Comments - 29 Sep 2019

10 Ways To Improve Employee Motivation by Diana Nadim Adjadj

Employee motivation is essential for improving engagement and productivity. If your workers are not motivated enough, everything will fail. Here are ten ways you can motivate your employees and inspire them to do great deeds.

 

1. Set Small Goals

Instead of trying to achieve something huge, start out small and take baby steps. You don’t need to demand a lot from your employees all at once, but rather ask them to move at a steady pace.

Remember that achieving something small is easier than doing so for a bigger aim. Motivation stems from the feeling of happiness your employees get when they are successful at doing something. This is why small goals work better than bigger ones.

 

2. Encourage Teamwork

Teamwork makes the dream work! By encouraging teamwork, you prompt your employees to collaborate on a single task and complete it together as one whole rather than individually. This relieves stress partially as a single person will not have to be entirely responsible for something too major.

When your employees work as a team, they divide tasks among themselves and work more efficiently which leads to faster completion of the project. Your team members will be motivated and inspired to continue working together on new projects and will be more confident in their abilities.

Company Culture

3. Continue Learning

Never forget about one thing: we learn throughout our whole lives. This also means that your employees must continue learning in order to feel more motivated to complete more difficult or complicated tasks that require advanced skills.

You can hold regular lectures and workshops inviting experts from your field to train your workers. When it comes to new employees, make sure to provide them with a training course that will prepare them for their position in your company.

 

4. Change the Scenery

Sometimes the problem lies not within but without and changing the scenery can help a lot. If your organization has stayed in one office for a decade, it’s probably time to change the design or even move to a different location. You could also consider offering remote working.

Alternatively, if you want to change everything entirely, you can take your team to a local café or public workspace. This is especially great for those who only require a laptop to complete their work, so they can sit in such places while still continuing doing their tasks. It may sound insane at first, but it actually depends on what kind of company you have and who your employees are.

 

5. Celebrate Success

“Our team always celebrates success. I think that this is the fun part of my job because this is the time when I feel like I’ve done something very important and I can finally appreciate my hard work along with my colleagues,” says Kristin Savage, writer at Studicus.

Indeed, celebrating success is crucial for keeping your employees motivated. Show them that you appreciate what they do and want to see more of it. After all, working together for a common aim is great but achieving it feels even better.

 

6. Reward Achievements

This one is directly related to the previous point. By rewarding achievements, you not only show your appreciation but also make them matter in a way that gives your employees actual materialistic benefits.

For example, you could give our rewards in the form of gift cards to different shops your employees like visiting. Or you could take everyone out to a restaurant. Alternatively, consider allowing your best workers to get more vacation days. Anything works as long as it has value for your employees and they are happy about getting it.

 

7. Provide Security

Everyone wants to have a stable life and feel like they can rely on what they have at the moment. This is why providing your employees with a sense of security will make them more motivated to work harder and better.

Try to show them that they don’t need to worry about minor issues and can focus on the matter at hand. This will keep them more dedicated to their job and loyal to your company. However, keep in mind that security may come in different forms so you can try and experiment with this and that until you find something suitable.

 

8. Stay Positive

Staying positive is the definition of motivation. Make sure that your employees feel happy and satisfied to keep them motivated. You can send them different motivational articles or being an optimist around them to make them happy too. After all, happiness is contagious.

 

9. Find Purpose

One of the reasons why your employees may be unhappy is because they don’t have a purpose either in life or at work. They go to their job just for the money or to kill time. Sometimes this lack of motivation occurs because they don’t understand the mission of your organization, so all it takes is for you to explain it and clearly define it to them.

 

10. Exercise & Take Breaks

Last but not least, make sure that your employees take regular breaks and exercise (even next to their workstation). Exercising helps your workers stay healthy and improves their mood which, in turn, improves their motivation. Also, make sure that the breaks your workers take are truly regular as nobody would want to overwork themselves. If there are any workaholics in your team, you must still make them rest once in a while or they can get exhausted easily.

 

Final Thoughts

All in all, it’s really not that complicated to inspire your employees once you know what aspects you have to improve. Take into consideration the advice in this article and make sure to implement it into the daily life and workflow of your employees.

 

Diana Adjadj

Diana Nadim is a writer and editor who has a Master degree in Marketing. She combines her passion for writing with her interest in research and creates thought-provoking content in various fields. Besides working as a contributor writer for TrustMyPaper, Diana also runs her own blog. What inspires her the most in her writing is travelling and meeting new people. Follow her on Twitter.

 

Smart Recruit Online offers an award-winning talent attraction software that can streamline and revolutionise your recruitment. To find out what we can to for your recruitment strategy, book a demo by clicking here.

 

Book a demo

 

Diana Nadim


Diana Nadim is a writer and editor who has a Master degree in Marketing. She combines her passion for writing with her interest in research and creates thought-provoking content in various fields. Besides working as a contributor writer for TrustMyPaper and WowGrade, Diana also runs her own blog. What inspires her the most in her writing is traveling and meeting new people. Follow her on Twitter.


5 Best Practices For Candidate Vetting in 2019
Danielle Meakin - 6 Comments - 29 Sep 2019

5 Best Practices For Candidate Vetting in 2019 By Rick Witherspoon.

Recruiters are getting smarter about how they filter out applicants during the hiring process. Scary stats like the cost of making the wrong hire motivate in-house recruiters to be more careful about whom they extend job offers. The cost of hiring the wrong fit can be up to 2.5x the salary – as much as $240,000, according to one report.

In a job market where roles require specialized technical knowledge, vetting processes must keep up. Fierce competition over the best candidates, as well as pressure to perform on key metrics like employee turnover and cost-per-hire, encourage in-house recruiters to spend more time in the vetting phase of the hiring process. Here are the best practices smart recruiting teams follow to vet candidates in 2019.

 

Use the right software

Software tools and platforms are critical to helping recruiters filter out candidates in the early phases of their hiring process. “A vetting process should allow you to filter out candidates who don’t have the skills necessary to succeed in the role. To do this, you’ll want to start by vetting the applicant’s resume, cover letter, and other application materials they’ve submitted for review,” recommends Smart Recruit Online.

Likewise, these tools can positively impact diversity hiring and help an HR team be unbiased when evaluating resumes. Testing and assessment tools like Codility, HackerRank, pymetrics, and Vervoe filter candidates based on real-world simulations, allowing candidates to be ranked based on skillset rather than what’s on their resume. Vetting tools help recruiters be more organized, efficient, and purposeful in who they invite to proceed to the next stage of the recruiting process.

 

Integrate AI to assist recruiters

Many of these software tools use algorithms to filter resumes by keywords, but this year’s trend takes it a step further. Companies in Silicon Valley are working on smarter AI solutions to read applications beyond simple keyword identification. “Instead of one person reading through hundreds of resumes, they envision a process in which AI can quickly sort through data. CEO Somen Mondal compares its tech to a recommendation engine, much like Amazon or Netflix — the first line of defence against high-volume hiring,” writes The Verge. Tools are getting smarter and smarter at helping recruiters vet through the initial influx of candidates.

 

Outsource your vetting process

Tools and algorithms can’t be replaced by human interaction, however. There’s a limit to how far a robot can take the vetting process – and thereafter, a significant amount of human resources are dedicated to finding the best person for the job. Especially in executive searches, third-party recruiters are necessary to make sure the right person is hired the first time around.

More and more companies are outsourcing their executive recruiting to a talent and recruitment agency. They’re seeking an objective perspective on their vetting process; recruiters outside the company can truly evaluate whether or not a person is the best candidate. Outsourcing gives companies the benefit of building specialized, world-class teams without having to hire in-house experts with the technical knowledge to properly vet technical candidates.

Talent Attraction

 

Ask the right questions

One of this year’s biggest trends? Asking smart questions. Historically, interview questions followed the same line, no matter what industry you were in. “Why should we hire you?” is one of those outdated, overused questions that don’t offer much insight into a candidate’s ability. Instead, recruiters across the board are investing more time in candidate vetting with job-related or behavioural questions that assess the candidate’s fit. “While it is good to hire people who match the personalities or personal backgrounds of your current employees, it is just as important to seek out a diversity of opinions, backgrounds, and interests in the people you hire,” writes one expert from Glassdoor.

 

Consider merit, rather than background

Perhaps the biggest overall candidate vetting trend of 2019 is the impulse to move beyond the resume. For example, JavaScript is the most well-known language among software developers, according to a survey by Hackerrank. But, students aren’t learning JavaScript – it’s not taught in most university computer science programs. Companies that want to hire developers with experience in JavaScript must look past a college diploma to vet candidates who haven’t taken the traditional route. Today’s vetting procedures weigh career trajectory more heavily than educational achievement. This benefits candidates and companies alike – the future of vetting practices looks brighter than ever.

 

This article was originally published on Elevate Talent.

RICK WITHERSPOON

Rick is the Senior Recruiting Manager at Elevate Talent, a recruiting agency that helps companies build their Go-To-Market and People Operations teams.

 

Offering support for both recruiters and on-site HR workforces, Smart Recruit Online helps businesses find and hire the best talent more efficiently. To see how SRO can improve your talent acquisition, campaign management, and candidate screening workflows, book a demo today. 

Book a demo

 

 

RickWitherspoon@smartrecrooot.com'
Rick Witherspoon


Rick is the Senior Recruiting Manager at Elevate Talent, a recruiting agency that helps companies build their Go-To-Market and People Operations teams.


Simple Tips For Successful Senior Care Recruitment
Danielle Meakin - 6 Comments - 29 Sep 2019

Simple Tips For Successful Senior Care Recruitment by Lucy Wyndham.

It’s no secret the care sector has a high turnover rate — 128,000 new staff members need to be hired every year to meet increasing demand and replace those who leave or retire. Increased demand alone means a whopping 500,000 new employees need to be recruited this decade. That means the pressure is now on for recruiters to attract and win over the most qualified individuals.

 

Use a Multi-media approach

There are more than 500,000 job related searches performed that relate to the care sector every single month and most prospective candidates will start their job search in a search engine. However, the diversity of results means that posting your jobs to just one or two channels will significantly reduce the number of job advert views and subsequently applications. The major job boards such as Reed, CV-Library, Monster, Indeed and Totaljobs certainly dominate the search engine results and according to statistics provided by Smart Recruit Online, will provide the majority of online applications.

Talent Attraction

Social media 

Social media is one of the most useful recruitment tools in the modern age. Senior living providers should ensure they have a strong web presence and advertise vacancies on popular social media sites like Facebook, Twitter, and LinkedIn (the latter is visited by 25 million job seekers each week).

Moreover, it’s useful to create an entirely separate careers pages for recruitment. Not only will this look more professional to families and seniors (they won’t have to see job ads when they check out your site), but you’ll also look more organised to job applicants as well. On the other hand, it’s also important to monitor company review sites for opinions posted by current and former employees. If an interviewee brings up a negative review in an interview, you want to be ready and able to address their concerns.

 

Help prevent elderly abuse

Abuse is taking place in 99% of care homes across the UK, the Independent reports. It’s commonly found homes with high levels of abuse also have high levels of staff burnout. Care Home staff are often under pressure without adequate support or training, which leads to various types of abuse. Financial abuse, in particular, is a huge problem for the elderly. Seniors are often vulnerable to theft and extortion, which is carried out by people close to them like caregivers.

Although pressure is on the government to solve the root causes of elder abuse, recruiters can also act to help keep care home residents safe. In particular, recruiters should look for staff with the right values to fill care roles. It’s also essential to check credentials and references and run background checks for all potential hires since elderly people are at such a high risk of abuse.

 

Promote the positive aspects of the job

It’s commonly thought working in the care industry is an emotionally and physically draining job with little relief. Recruiters should work to combat this myth by promoting the positive benefits of the job on social media channels.

In particular, you can play up the social aspects, such as outings and activities with the senior residents. Highlight the close relationships formed between elderly residents and their carers. Moreover, many people — particularly those in the Millennial generation — are now looking for jobs that allow them to make a positive difference in the world. So, recruiters should also highlight the positive impact carers make in the lives of the elderly.

It’s true that jobs in senior care aren’t for everyone; it takes a special kind of person.

 

Care Lucy Wyndham is a Freelance Writer and Editor.

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book a demo

 

 

LucyWyndham@smartrecrooot.com'
Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


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