4 Reasons Your Home Care Agency Needs Candidate Automation

Save time, save money, prevent burnout, improve your recruiting, and retain caregivers with candidate automation.

Candidate automation can vastly improve the process of recruiting caregivers.

To be a recruiter right now is to be tired. According to the Paychex Pulse of HR Report, 70% of HR leaders say 2021 has been the most challenging year in their careers.

Talent acquisition professionals are burning out from the relentless cycle of layoffs and hiring surges, especially in the medical and home care industries where demand for talent is higher and more urgent than ever.

According to Deloitte’s Global Human Capital Trends survey, 61% of respondents say filling their candidate funnel with qualified, experienced hires is the biggest challenge for recruiters. Technology is playing an increasing role in sourcing and reaching out to candidates, but it’s often difficult for recruiters to get their hands on the tech they need. The same Deloitte survey found that more than a quarter of talent acquisition professionals say the biggest challenge is ineffective recruiting technology.

The good news: Much of the caregiver recruiting process can be automated with technology that actually works. Candidate search, sourcing, and contact, short- and long-form applications (and one-click applications), resume screening, distributing job postings to aggregators, email marketing, and social media sharing can all be made quick and seamless thanks to recruiting automation technology.

When you automate the work of recruiting caregivers, you’ll save time, save money, mitigate recruiter burnout, and increase employee retention.

1. Grow your agency more quickly

The combination of an aging population and preference for home care over institutional care means “the home care workforce is projected to add one million new jobs from 2019 to 2029—more new jobs than any other occupation in the U.S.,” according to a report published by PHI in September 2021.

From February to March 2021 alone, demand for home care workers grew 125%.

And if the demand hasn’t hit your agency yet, it’s coming. The demand for home health care workers will grow 33% in the next 10 years, according to the Bureau of Labor Statistics; a rate much faster than the average growth for all other occupations.

Home care agencies will have to recruit more caregivers more quickly, and automating the process will help scale your workforce efficiently. Best to start sooner than later and automate the work before your team is buried by demand.

2. Mitigate recruiter burnout

Rapid industry growth means talent acquisition will have to work harder than ever—and recruiters are already facing significant burnout, and burnout increases turnover. Forty-six percent of HR leaders say burnout causes 20%–50% of annual employee turnover.

When your caregiver recruiters feel supported and energized, they can better do their jobs. By making the recruiting process quicker and smoother, you can save your talent acquisition team time and stress, and keep them around longer.

3. Focus more time on employee retention

Automating the caregiver recruiting process means HR and talent acquisition can devote more time to providing a better experience for your existing workforce, an experience that makes them stay.

Employee turnover surged in 2020 and 2021—a phenomenon known as The Great Resignation—as workers sought jobs with better pay, more flexibility, better work-life balance, more realistic expectations, and increased safety protocols.

The more you can automate the recruiting process, the more time HR and talent acquisition will have to devote to keeping the talent you need.

4. Save on the cost of recruiting caregivers

Replacing home caregivers is expensive—$2,600 per role by Home Care Pulse’s estimation—and turnover in the home care industry can be as high as 66%. Faster time to hire and better retention rates means your agency saves money.

Automating the most tedious and time-consuming parts of the candidate sourcing process is an important way to save your agency money. Money that can be funneled elsewhere—providing better benefits, providing more sick leave, hiring more caregivers, or offering more flexible schedules, all of which can help you retain your current caregivers and compete for the talent you need.

Get started today with recruiting more caregivers for your home care agency!

To learn more about candidate automation, contact us for a Caregiver Leadflow Acceleration Session with one of our marketing experts. We'd love to help you grow your agency!

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