The New Role of Social Media in Home Healthcare Recruiting P R E S E N T E D B Y
Recruiters and job seekers alike are spending an
ever-increasing amount of time on social media channels,
either looking for the next best candidate or their next career move.
It’s no surprise more job seekers are turning to social media to research jobs.
It’s already integrated into their daily activities.
Social media is one of the quickest ways to reach billions of people
across demographics. It’s increasingly being used by recruiters to target job
applicangs and is becoming especially popular in the
home healthcare segment.
2xIn the past five years, the use of
social media for job searching in
the healthcare industry has
nearly doubled.[2]
42%42 percent of home
healthcare job seekers engage
in social media for job searching
purposes.
If you’re not already leveraging a social recruiting strategy, now is the time to start.Your agency can quickly gain a competitive advantage in
sourcing top talent by strategically using social media to
reach a growing talent pool.
Unfilled jobs cost the U.S. economy
$160 billion a year[3]
– just think about how much they could be
costing your agency.
581,000Personal Care Aids
These are some of the industry’s highest demand positions, based
on projections for new job openings in 2022:
527,000Registered Nurses
424,000Home Health Aides
312,000Nursing Assistants
183,000Licensed Practical
& Licensed Vocational
Nurses
163,000Medical Assistants
74,000Physical Therapists
Reach and secure top talent, and quickly fill your
open positions with a qualified candidate by creating a
social recruitment strategy.
Here are some useful tips to get you started:
JOIN THE RIGHT CONVERSATIONS
With so many social media users, targeting them based on social network is not enough. Make sure you’re recruiting potential candidates by:
Using hashtags on Twitter, such as: Posting on online job boards, like:
#hiring
#recruiting
#RNs
Indeed
HomeCareCareers.com
Health Jobs Nationwide
Career Vitals
#LVNs / #LPNs
#caregiverjobs
#homecarejobs
Also, be sure to keep an active Twitter, Facebook and LinkedIn presence
even when not actively recruiting, by:
Posting and commenting on
items in targeted LinkedIn groups
Regularly sharing relevant content to
company Twitter and Facebook accounts
Asking conversation-starter
questions and engaging with responses
Social media should not be used solely for posting job openings.
Use it to also promote your company culture, and show candidates it’s a great place to work.
Post picturesof fun office events
or outings
Here are some ways you can promote your culture and
employment brand:
Recognize employeesby posting to share their
birthdays or exceptional
work and awards
Go “behind the scenes”and post pictures of your
different work areas
Highlightcustomer testimonials
Share relevant content, pictures and
quotes for popular hashtags
like #motivationmonday
STAY ORGANIZED
The key to a successful social recruiting strategy is staying organized. This can be difficult when
you are trying to keep track of applicants across different social channels, as well as traditional
recruiting avenues.
Investing in an Applicant Tracking System (ATS) can help you stay organized with hiring data.
It will:
Collect hiring data Interpret hiring dataMeasure which sources result
in quality candidates
Sending pre-screen surveys to identify star
candidates
Automatically weeding out applicants
who aren’t a fit
Do you dread the tedious aspects of recruitment, like sorting through
hundreds of initial applicant resumes?Your ATS can help with this too, by:
LEVERAGE ANALYTICS
Your ATS will provide you valuable analytics to measure your hiring success rate across platforms.
These analytics will help you:
Understand which social and other recruitment
channels provide you the best leads
Dedicate more time and resources to
high-producing channels
If social media is not involved in your recruitment strategy, your home healthcare
agency risks missing on a significant piece of the talent pool.
Securing top talent is a challenge in any industry – but even
more so in home healthcare, where turnover rates and open
positions both tend to be high.