Staff Recruitment Best Practice Sharing

In order to hire right, we have to get the right candidates coming through the door. We need to critically look at how we are recruiting as the first step in assessing why our employees are not committed to our communities. 


Staff Recruitment Best Practices

  • Evaluate what your “help wanted” ads say – Do you say, “hiring for all departments”? That sounds desperate and people don’t want to work for places that are in crisis
  • Evaluate what your applications look like – can you tell from your application if the individual is a quality person?
  • What does the interview process look like? Do you let the candidate understand your mission, values and the commitment that you are looking for from each and every employee that is chosen to work at your community?
  • Consider having your elders be a part of the interview process. If the staff does not pass the Resident Hiring Committee, then they cannot work for your home. This really sends a message about what is the most important thing for your organization – the elders!
  • Put a sign on your community’s bus that says, “This is a great place to live and work. If you are interested in working at XXXX, please call: xxx-xxx-xxxx.”
  • Give referrals bonuses to the person who gave the referral if the person they recommended stays for 6 months.
  • Give staff business cards with their names on it so they can help recruit for new employees that they want to work with.
  • Talk to the schools in your community – from high schools to trades schools to colleges. Recruit BEFORE people are looking for jobs
  • Interview when people come to apply for the job – many Communities are losing good people because there is too much lag time in the hiring processes. Figure out how to expedite this process as quickly as possible.
  • Tour the building with the candidate during the interview. Don’t do this to show them the “sites” but do it to assess their energy level, interactions with others and to get a feel for how the person would engage with the Community at large.
  • Ask questions to find out about people’s “heart” – assess what questions you are asking and change them to find out who the person is. (i.e. what’s the nicest thing that you have ever done for someone else? Who is the nicest person you know and why? Why did you come to our Community to apply?) Hire for the heart – you can teach skill!