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Caregiver Recruiting Training Session 1 of 4

Caregiver Recruiting Training for senior care businesses, session 1 of 4. Watch and learn a better way to recruit caregivers for home care and senior care!
CAREGIVER RECRUITING TRAINING SESSION 1
CAREGIVER RECRUITING TRAINING SESSION 1

Caregiver Recruiting Training Transcript

Valerie VanBooven (00:00):

All right. So thanks for joining us in the evening. I try to mix these up. Sometimes we do them during the day. Sometimes we do them in the evening. I’m trying to hit everybody at their best time. And this recruiting training session, there’ll be four of them over the next four evenings. They will last one hour or less, depending on questions. And by the end, the goal is for you all to have a better idea of what you need to do, to do a better job of recruiting and to spend less money, and have less stress. I don’t know if that’s possible, but we want to get to that at the end of our fourth session. So we have a lot to cover. We’re going to go ahead and get started.

Valerie VanBooven (00:58):

All right. First thing is housekeeping. If you have questions, what I like to do is go through the whole presentation, and there is a little question that says Q&A on your control panel. If you have a question… My mouse is crazy. If you have a question, if you could just type it in as we go, I’m not going to stop and answer questions until the end, but I’ll take the questions in the order that they were received. So if you are the first one to put up a question, I’ll answer that one first at the very end.

Valerie VanBooven (01:30):

And then if you need to contact us, the website is asnmarketingplan.com. I always recommend going straight to contact us. You can see that right on the website. If you go to asnmarketingplan.com or you can call us at 888-404-1513. But using the contact us form is great.

Valerie VanBooven (01:52):

If you’re a current client, you want to go to support and you should know that by now, I did not put that on the screen, but support is where it’s at.

Valerie VanBooven (02:01):

All right. The agenda for the next four sessions. So session one, we’re going to talk about caregiver recruiting mindset and pain points. I’m going to introduce you to pipeline automation. There’s lots of different ways I could say that, but that’s a good description of what we’re going to talk about. We’re going to talk about changing our mindset, changing the way we recruit, how to use automation to reach new candidates, how to use automation to reengage with old candidates. You’re sitting on a bow and how to do 90% of your recruiting virtually.

Valerie VanBooven (02:36):

In section two, we’re going to talk about capturing the numbers and making better decisions. And making better decisions by that, I mean, how you’re spending your money on advertising, where you’re spending your money on advertising, what do you really need to be paying for versus what can you kind of leave behind?

Valerie VanBooven (02:55):

We’re also going to talk about how to use our virtual assistant service, which is our team to handle ads and import, not important, import your candidates and more, and how to use online signing services for form fillable applications, background checks, and things like that. So we’re going to talk a lot about capturing the numbers and we’re going to talk about things that you may not have used before, or may not have tried before that can be really helpful in freeing up your time so that you can do more important things and letting a system take care of the rest.

Valerie VanBooven (03:30):

Session three: Recruiting, marketing, and automation strategies, and add copy. We’re going to talk about best copy ad practices, best performing Facebook ads, best performing Indeed ads, best performing ads that we’ve been doing this for a couple years now, and I can give you some really good insider information on what works the best when it comes to some of these platforms. They’re all different, but there’s some really good ad practices, especially for Facebook and Indeed.

Valerie VanBooven (04:04):

And then onboarding and retention strategies. We’re going to talk about automated and password protected document and training centers, what that looks like. We’re going to talk about retention strategies. We’re going to talk about onboarding, what you do currently versus things you might not have thought you could do. We’re going to go through in that last session, an entire demo account that that goes through live on my screen, that kind of goes through all of those different pieces of automation that really help our current of clients.

Valerie VanBooven (04:42):

It’s important that whether you use our automation system or somebody else’s, because there are many out there that you understand the value in letting some of this stuff that you’ve been doing yourself over time, letting that go and letting automation reach out. And we’ll talk about why.

Valerie VanBooven (05:01):

All right. So for session one, today, we’re going to talk about changing our mindset, changing the way we recruit, how to use automation to reach new candidates. How to use automation to reengage with old candidates and how to do 90% of your recruiting virtually.

Valerie VanBooven (05:15):

Woo-hoo. Here we go. All right. Just as a recap, if you have never met me, my name Valerie VanBooven. I’m a registered nurse and the co-owner of Approved Senior Network. We have been marketing and doing recruiting for home care agencies and assisted living facilities and anybody in the senior care space, and only the senior care space for almost 13 years, or I guess at least 13 years.

Valerie VanBooven (05:42):

We do comprehensive online marketing that doesn’t include recruiting and we do organized lead and recruit acquisitions. So we have a CRM or a marketing automation system. It’s an online software as a service. It organizes and communicates with leads, referral sources and potential employees. So I’m going to be showing you that eventually. And the senior care market is our only market. We only work for you. We do not engage with plumbers, roofers, painters, lawyers. It’s just the senior care space. So we understand your frustrations. We understand the amazingness of your staff and of you and all the things that you do to serve the senior community.

Valerie VanBooven (06:32):

Senior market challenges. We do recognize this, that you need more clients, but right now it seems like everybody really needs more staff. They need to find and retain quality caregivers to staff, all shifts in all areas. And that has become more of a focus than clients. I mean, I think everybody would love to have both, obviously, but you got to be able to staff the cases you have, right?

Valerie VanBooven (06:57):

And your target markets are the seniors and adult who are aging parents and qualified caregivers with the right credentials in your area. So that’s what we’re going to focus on for the next four evenings is qualified caregivers with the right credentials in your area, how to find them, how to see them.

Valerie VanBooven (07:13):

We’re even going to talk about passive versus active recruiting or recruiting to passive candidates versus active and all those kinds of things. Don’t forget, if you have a question, you’re going to put your questions in the Q&A section, and I will answer all questions at the end. So go ahead and go to the Q&A section in your little dashboard that you have for this webinar and I will answer all the questions at the end.

Valerie VanBooven (07:43):

All right. Where do you hired caregivers come from in 2021? Well, we’ve had a really interesting 18 months. So I would say that right now, most of our caregiver acquisition is coming from paid postings on job sites. 20% is probably coming from employee referral. Boy, wouldn’t we like that to be bigger. And for some of you, these numbers might be a little different, but this is just kind of what we see on average.

Valerie VanBooven (08:07):

12% from job fairs. Of course, job fairs were completely turned off for a while and now people are getting back into doing job fairs. And then 3% were walk-ins. I would say for some of you that’s 0%. Some of you, that’s more. But walk-ins would be lovely. Wouldn’t they be lovely? So we’re looking at a lot of paid postings on job sites and boy, are these job sites really loving that.

Valerie VanBooven (08:34):

So let’s talk about saving some money within all of this. Okay. Here’s what we see successful senior care of businesses doing in the recruiting space right now. First of all, as you all know, because you’re here, recruiting never stops. Recruiting is 24 hours a day, seven days a week, 365 days a year. It always goes. And when you use pipeline automation, recruiting can be 24/7, 365, and you don’t have to be sitting there or answering or texting back from it on call phone or doing any of those things.

Valerie VanBooven (09:07):

You can get this set up so that your system runs 24 hours a day, seven days a week and you only work during office hours. Community outreach. They’re always doing job fairs, local training programs, reaching out to local training programs, I should say. Reaching out to colleges, community colleges. As a young nurse, I needed a job until I was able to work as a nurse. So I worked as an aid in a hospital, but there are lots of community outreach opportunities.

Valerie VanBooven (09:42):

Automation and personalization. I think more and more folks are getting into the automation piece of this and the personalization of texts, emails, phone calls. Getting more personal with some of the automation pieces is really important and communicating by email, text, and voice, all three of those still remain super important.

Valerie VanBooven (10:07):

You can start with text because that’s where all of our eyeballs are right now is on our phones. But email and voice are still very important. And then retention programs. Everybody is hopefully getting into having retention programs. And we are going to talk about that. Retaining quality caregivers is so important. And you all know that way better than I do. So we’re going to talk about some of the retention programs that I see. Okay?

Valerie VanBooven (10:37):

Okay. New mindset equals new results. I talk to a lot of recruiters, a lot of owners, a lot of recruiters, a lot of both, pretty much every day. Whether it’s by email or on the phone or on Zoom, we talk a lot. And there are some very seasoned, very excellent caregiver recruiters. They are amazing people. I don’t know how you all do this every day, but I would say that there are many out there who are burned out and some burn out way faster than others.

Valerie VanBooven (11:13):

It takes a really special person to do this job. But burnout, if you have a recruiter that you feel is burned out, or you are burned out, you’re going to get fewer results. I can tell you personally, I would not be a good recruiter. I would burnout really fast on this job. It is a very special, special job, and it takes a saint.

Valerie VanBooven (11:37):

But I want to also tell you that when we first got into recruiting and helping our clients recruit, we don’t personally recruit, but helping our clients recruit, I just couldn’t believe what I was seeing. I couldn’t believe the amount of no-shows. I couldn’t believe the amount of people who would apply and never show up or never text back or go some or do whatever.

Valerie VanBooven (11:59):

I learned over time, as many of you have already learned, it’s not personal. It’s not your fault. You can’t change the human element. They’re either going to do what you need them to do, or they’re not. It’s not you, it’s just their moment, their space, whatever they’re doing. And it is a numbers game. The more recruits you put in the top of the funnel, the more are going to come out at the very end. So numbers are really important.

Valerie VanBooven (12:30):

I also think that being willing to try something new and what I’m going to talk about a lot of this may be new to all of you, or maybe new to some of you. Some of you may have done some of this before, especially if you’re our clients, but we’d be willing to try something new, be willing to change it up a little bit. Everybody gets really kind of addicted or kind of no peripheral vision, kind of tunnel vision, because we do the same exact thing every day with paperwork. This person is here and this person is here. I’ve got my Excel spreadsheet. I’m going to check this account and that account.

Valerie VanBooven (13:04):

We know our system in our heads and that’s what we do every day. But changing it up, letting go a little bit of some of those things that you don’t have to spend your time doing is going to help you not feel so burned out. There is a moment and a time that personal interaction cannot be replaced. You do need to personally speak to people.

Valerie VanBooven (13:28):

You can’t use automation to get all the way through the whole thing. But you can use automation to free you up, to talk to those people who are really interested in what you have to say. Also, I like to tell people to think of this as marketing, instead of recruiting. You are selling your business. You are selling the opportunity for them to work with you, just like you would be selling to a client.

Valerie VanBooven (13:56):

It used to be that caregivers needed us or needed the home care agency. It was really easy to recruit because everybody needed a job. We just have gone through this thing that I’ve seen some people call the great resignation. People are trying to figure out who they are and where they want to be. Restaurants are closing. I’m sure home care agencies are closing because they cannot staff.

Valerie VanBooven (14:27):

They just saw an announcement on Facebook from a restaurant that’s been around this area since the late 1800s. A family that’s been around. We are closing one of their flagship restaurants because they simply cannot find staff. We don’t want you all to go down that road. So marketing is really key. And that’s what we’re really good at is marketing.

Valerie VanBooven (14:50):

There are amazing people out there who are compassionate, responsible, and want to work. The idea here is that you are going to market your business as if they would be crazy to work for somebody else. And they would be amazing to join your team and be a part of something that they’re not going to find anywhere else. So when you think of it that way, then you start thinking about ways that you can present your business as something that’s irresistible. It doesn’t necessarily have to be all about money.

Valerie VanBooven (15:26):

I’m not blind. I know that money is a big deal for these folks, but I also know that a great environment, a fun environment, an environment that is super good at recognizing the caregivers that they do have, those are the kinds of things that people are looking for. They want to be recognized. They want to be valued. They want to be paid well, but they want to be valued as a human. They want to be valued with their time to be valued. They want to work with these clients. Some of them have been doing it almost their entire lives. So there are great people out there. It’s up to you to show them what an amazing organization you have, right?

Valerie VanBooven (16:11):

So on to the next piece here. Top qualities of a great caregiver recruiter:

Confidence. It’s not only important for you to have confidence, but also have confidence in the skills that you can offer the candidates. So in other words be confident, but also be helpful and understand and be organized and show them that you are ready to go to the next step.

Valerie VanBooven (16:35):

Good communication skills. Recruitment relies heavily on effective communication. It’s important for your recruiter to be good at communicating face to face on Zoom, on the phone, as well as email and text. So all those different places are really important.

Valerie VanBooven (16:53):

Approachable demeanor. This is where I see burnout. It’s essential for future business and now that recruiters are able to build positive professional relationships with their candidates and that they are likable. So that aid or that caregiver, or that CNA, HHA that didn’t come on board today may come on board a month later because the job they thought was going to be amazing didn’t really work out.

Valerie VanBooven (17:23):

I’m going to show you how to reengage with caregivers who don’t pull the trigger. But having professional relationship in a very positive relationship, even if they don’t come on board or they do something that you think, why would somebody do that, ghosting you or whatever?

Valerie VanBooven (17:44):

Keeping that smiling face is really important, and being a good listener. Recruiters have a reputation of being able to talk the ears off of you, but they also must be good listeners. Listen to what that caregiver is saying to you. Listen to what they want, ask them what they want. What is it going to take for me to get you on board here? The answer may not be something you can meet, but you might be able to negotiate something.

Valerie VanBooven (18:14):

So be a good listener. Maybe it doesn’t have anything to do with the hourly rate. Maybe it has something to do with transportation issues. Maybe it has something to do with hours that they can can’t work because they have children at home. Be a good listener.

Valerie VanBooven (18:35):

Strong sales skills. Recruitment is sales and marketing. It didn’t used to have to be that much sales and marketing, but today it’s really important that you understand that you are really selling. You’re selling hard. So let some of the tips and tricks that you learn over the next four evenings help you with that sales and marketing.

Valerie VanBooven (18:55):

Target driven. Recruitment is an incredibly competitive industry. Everybody is pulling on these caregivers. It’s crucial that the recruiter is driven and can work well under pressure. Good at multitasking. Recruiters will often be working on a number of jobs at the same time. You may have this shift that needs to be filled and that client that needs a certain kind of caregiver, and sometimes certain roles may need to be prioritized because they’re more urgent to fill. So you have to be good at managing your time.

Valerie VanBooven (19:25):

And the patience of course. Things don’t often go as planned. Be patient. Interviews could be rescheduled, or you might not find the right person. You might think this is a great person, and they may end up not being the right person for whatever reason. Have patience. If you do all the right things, everything will come out [inaudible 00:19:48]. So we’ll talk.

Valerie VanBooven (19:50):

All right. We’re going to talk about your pain points. Remember, if you have a question, it’s important to go to the Q&A section, fill in your question and I won’t be looking at them until the end. So you can fill that out and I’ll be answering your questions at the end. Recruiting pain points, communication, no shows and ghosting. I don’t even think I knew what the word ghosting meant in this context three years ago, but here we are ghosting each other.

Valerie VanBooven (20:19):

Communication methods you should be using. Texting. Yes. That is where they are. This is the only place they want to see you. Texting automated and manual. I don’t want you to ever have to use separate platforms for texting. You should have everything all in one platform. I’ll just say that now. You should not be having to use your on-call phone to text people or your work cellphone. It should all be handled in a platform that you can take with you anywhere. And that’s what we’re going to talk about. Your email. Automated, not automated, texting email and phone calls.

Valerie VanBooven (21:03):

A real human voice can’t be replaced. As much as you probably don’t believe me right now, when you leave that voicemail, putting a human voice to that job offer or to that interview reminder is really important. We’ll talk about that.

Valerie VanBooven (21:20):

Communication methods you should be using. All right. We use texting for the following and you should be too. No matter what platforms you’re using, you can automate some of this stuff. Your welcome email like thank you for filling out our job form or answering our ad on Facebook. You can use texting to welcome them, to get them to fill out information forms, to schedule their phone or their in-person interviews.

Valerie VanBooven (21:46):

You can ask them to check their email. Some people will say, “Well, I want to send this giant attachment through text.” And I say, “No, no, no. You can’t send the giant attachment through text.” But what you can do is text them and say, “Hey, I just sent you something via email. I need you to check your email right away. Check spam and junk mail too.” Click, and then they’ll go check their email if they know there’s something important in there.

Valerie VanBooven (22:10):

Appointment and documentation reminders or document reminders. What do I need to bring to this interview? What do I need to bring to orientation? What do I need to bring to get the full application out? And answering basic questions. This is more of a manual task, not an automated task, but if somebody texts you and says, “Well, I’m wondering what da, da, da?” And those are things you have to answer manuals. You have to be willing to do that.

Valerie VanBooven (22:38):

You can use email to deliver documents, to download appointment reminders, document reminders, offer letters, orientation schedules, work schedules, and of course you can answer basic questions. Most of the emailing stuff we see here can be automated. You always have to be ready to answer questions, be emailed to, but we have automated about 90% of what you see on the screen. Communication methods you should be using.

Valerie VanBooven (23:04):

Use phone calls for the following: For follow up, for interviews, to put a voice with the automation. You can’t do everything by text, but you can do a lot. Answering questions and checking on progress like documents. Where are you with giving us your… I’m making this up out of my head, your vaccine card or whatever it is you’re looking for that they haven’t turned in yet. Your CNA license, your HHA license. Where is it? We need that. So phone is never going to go.

Valerie VanBooven (23:39):

All right. Let’s talk about no shows and ghosting. I hear a dog scratching on my door. All right, ghosting. Somebody applies for a job or fills out an information form and they disappear. They don’t show up for a phone interview, nothing. Now, I’ve had some people say to me, they’re out. I don’t ever want to talk to them again. I say, “Ooh, wait a minute.” I know that hacks you off, but let’s throw that out the window for a second. One of your system reached out to them in 30 days from now, and you didn’t even know it.

Valerie VanBooven (24:16):

You didn’t even pay attention to it. It was just set up. You set it and forget it. And in 30 days, a text in an email went out to that person that said, “Hey, at one time you were interested in working for ABC Home Care and we’re wondering if you’d still be interested. If so, start here,” with a little link to where they need to go.

Valerie VanBooven (24:35):

We call this automated re-engagement, or if something’s wrong, they’re felon or they can’t work for you, period, you can delete them from the system or tag them as do not hire. But if they just disappeared off the face of the earth and there’s really nothing wrong with them, they just didn’t come to whatever, you can automate the outreach. You’re sitting on a gold mine of caregivers that you never hired. And it’s probably on them. They probably flaked out or didn’t answer, or couldn’t come up with a document or whatever.

Valerie VanBooven (25:13):

That doesn’t mean you shouldn’t reengage with those people. The more you reengage, the more money you save, because the more you reengage, the less you have to spend over here on Facebook or Indeed, or ZipRecruiter, or whatever you’re piling the money on for. Take those 400, 500, 1,000 caregivers that are in your database and put them in a re-engagement campaign.

Valerie VanBooven (25:38):

You have all the data you need to do that. First name, last name, email address, phone number. I guarantee somewhere in your wheelhouse, you have all of that, whether it’s on a spreadsheet or in ClearCare, or in Indeed or somewhere, you have all of that information. Put them into one system and bing, let that system try to reengage with them. You will get candidates that will answer you out of that.

Valerie VanBooven (26:06):

Okay. No shows. Remember it’s a numbers game. The more humans you put in the pipeline, the more likely a new hire will drop in your bucket. So whether it’s because you’re reengaging or you’re getting better candidates from Indeed or better candidates from Facebook, because your ads are better, because you’re paying more attention, because you know your numbers, it’s a numbers game. So if they no-show, it doesn’t mean it’s over. You can definitely reach out to them.

Valerie VanBooven (26:33):

My recommendation is to tag the person as a no show. So you at least know where they’ve been if six months later, they show up on your doorstep again. Send one last opportunity to no shows. We automate that. We send a text. Reach out in 30 days. That’s what I just talked about and call it automated re-engagement. It doesn’t have to be your hassle. Let it be the system’s hassle, because the system never gets hassled. It doesn’t care.

Valerie VanBooven (26:59):

It’ll just reach out to anybody. All right. Next up is knowing your numbers. No more wasting time and money. I’m not a big fan of Marcus Lemonis, however you say that. But I do like this. “If you don’t know your numbers, you don’t know your business.” He’s a pretty brilliant guy. I’m just thinking he’s kind of short, but I don’t mean stature short, I mean eight.

Valerie VanBooven (27:26):

Tracking your costs and knowing your numbers will lead you down the road of being able to save money. And that’s what we’re looking for. Most of you have no idea how many… If I said, “Okay, tell me in the last year, how much you spent on Indeed ads, how many recruits have come through that platform? And of those, how many have you hired?” It would take you a long time to backtrack through all that. And you never would’ve looked if I hadn’t asked that question. You just know you got to keep spending more money because you’re not getting the shifts filled.

Valerie VanBooven (27:58):

But let’s just stop for a second and let a system take care of that tracking for you. So you can always say to somebody, yeah, I know we’re spending 300 a month on Indeed. I hate that. But look, we got 40 new candidates this month and we hired three. Was it worth the 300 to get three candidates? Well, I would say two or three years ago, that would be like, “Ooh.” But today that might sound really good. So you have to know your costs.

Valerie VanBooven (28:29):

All right. And here is how you start understanding your costs. This is kind of an overview, but we’re going to get a little bit more in detail when we show you in real time toward the end of our time together. What is pipeline automation? I’ve been talking a lot as we’ve gone here about automating things, automating text, automating emails. What is that? So you see my little pipe here? I got candidates coming into the pipe and they’re led down a path and then flip, one comes out the end and they’re the star. They’re the hire.

Valerie VanBooven (29:03):

So we have an automation pipeline. A pipeline automation is feature rich software that drives faster and better hiring by helping companies automate all those repetitive manual pipeline tasks and workflows and candidate engagement. So all those texts and emails and that first, very beginning of all that stuff that you do to get someone to fill out an application, pipeline automation that.

Valerie VanBooven (29:30):

Then you can focus on the people who really are doing what they’re supposed to be doing. And you can be attentive to them because they are the ones that are actually filling stuff out. Let the pipeline automation take care of these first people. This increases your productivity, accelerates time to hire considerably and reduces cost per hire. I’ve talked about that a minute ago and improves the overall caregiver profile of their organization.

Valerie VanBooven (29:58):

So as you start going down this path and you can see where you’re spending your money, if you’re spending $600 a month on Facebook ads for recruits and you don’t get anybody from it after two months or one month or however long you want to measure that, stop running Facebook ads, save your money, put it into Indeed, if that’s where you’re getting your candidates or myCNAjobs or wherever it is. You can’t know that unless you track everything. We set all of that up.

Valerie VanBooven (30:27):

Pipeline automation enables caregiver recruiting teams to streamline their candidate communications, meaning you’re not the one doing all this texting and emailing and trying to figure out in your spreadsheet, who did what and what did who, you’re letting something else help you with that.

Valerie VanBooven (30:45):

Communications and management initiatives by automating processes that were previously performed manually. So get rid of some of that manual stuff. Let pipeline automation help you. These technologies leverage advanced tracking. So we’re tracking where people are coming from. We’re tracking how far along they are in the pipeline. Machine learning and predictive analytics are found at all stages of the recruiting process. So we can begin to see what’s really worth your time and money. It’s predictive because we’ve seen a pattern over time. Candidate attraction, engagement, conversion, and onboarding. So we can let a system help us through this.

Valerie VanBooven (31:25):

All right. Saves time and money. Less people time. Pipeline automation tells you immediately in real time, which candidates are most interested and who recruiters should focus on when they have a vacancy. When a vacancy goes live, it means when you have a shift need. Right now you always have a need, but when something is available, you know you need to fill a shift for something. A pipeline automation can tell you who to focus on.

Valerie VanBooven (31:55):

It also automates all that repetitive manual recruitment processes that we just talked about. Less third party cost. So it establishes a pipeline of ready now caregivers, meaning employers can cut a whole host of third party costs like job board spending, job advertising spending, and subscriptions.

Valerie VanBooven (32:14):

Some of you may be subscribed to things like LinkedIn Recruiter. Maybe you’re not. But if you are, those are some of the things that you might be able to cut out. You can’t get rid of all of it, but you can decrease your spend when you have that goldmine of people that you can reengage with all the time.

Valerie VanBooven (32:35):

Less applicant screening. When you do this right, the candidates that are most engaged, most engaged, they’re doing what they’re supposed to. They’re moving through a system and they’re actually paying attention. Those are the candidates you want to focus on. It frees you up to do what you need to do, which is having conversations with higher ready caregivers. You can put all the people that are not doing what they’re supposed to be doing. They’re not following up. They’re not answering the text. They’re not filling out the information form.

Valerie VanBooven (33:08):

You can put them aside. We can come back to them later. Let’s focus on this amazing payment right in front of me who just filled out that information form, scheduled their phone call and they’re ready. Focus on that person. Put your arms around them and give them a big hug. Let the other people do what they’re going to do.

Valerie VanBooven (33:29):

Do it yourself candidate engagement. I love this. And this goes to sort of… We have a process that we put in place, but we let our clients modify it and personalize it, customize it. That’s what I’m looking for to make it their own. So this enables your recruitment team whether it’s just you or a couple of people to build candidate engagement campaigns themselves rather than outsourcing. So what that means is that you tell us, “Well, here’s what I really want this text to say, when I go out and we help you make that happen.” This saves time and money, and in turns makes recruiting teams more flexible and efficient.

Valerie VanBooven (34:11):

Simplifying approval and compliance. So sometimes you need some of your processes to be simplified, including compliance, regulations, such as HIPAA, fewer spreadsheets to track, better data accuracy and less manual work. All of our recruiting platforms are obviously HIPAA compliant. So your information is safe.

Valerie VanBooven (34:35):

All right. Organizations use the pipeline automation to gain a competitive advantage by engaging candidates at scale. So that you can talk to a lot more people at the exact same time, because you’re not trying to do it as one person. You’re letting a system help you do it. And it provides you with a pipeline of ready now caregivers that are engaged with your home care or senior care business. You can quickly identify the candidates that are truly engaged like I just talked about. Those are the ones you want to focus on and it frees you up to do the pieces that technology cannot do, which is having a conversation and engaging, selling the organization, telling your story about why they should join you.

Valerie VanBooven (35:18):

Those are the people you want to focus on. So pipeline automation helps you glean all of this information and you have all the information in one place. A single system that records all of your candidate engagement information. If you don’t have one system you can’t measure. And what I mean by that is you can have a pipeline automation system that’s helping you with this and still use clear care for all of your HR needs or whatever it is you commonly use for HR needs.

Valerie VanBooven (35:49):

This system, a system that helps you with this kind of automation is one that’s designed to get people through a system to that end point, which is maybe for you, it’s in person interview filling out the real application, turning in their documents and getting over to your office for orientation. Everybody does something different, but the end game is that you have all their documentation and they go through orientation so they can take hours.

Valerie VanBooven (36:19):

So let the pipeline do the automation piece. Whatever HR software, you commonly use, whatever that is for you, that’s where you should stay with that. You don’t have to go away from what you are already using in that regard.

Valerie VanBooven (36:37):

What activities directly affect hiring specific number of hires from an engagement campaign? How can the results be compared? How efficient is the caregiver pipeline? What are the conversion rates? How are candidates moving through the pipeline? When you have all of that in one system, then you’re able to measure it. And that’s what we help with is measuring all of those things.

Valerie VanBooven (36:58):

All right. You’ll know you’re successful if you’re using pipeline automation when you’re reducing your time to hire by 50% and improving recruiter efficiency by 25%. Those are some pretty big numbers. But if you really use this the way I’ve seen some of our clients use this, whew, you can take a lot off your plate and move a lot faster. It doesn’t mean that it’s always easy. It just means that you are not hassling with some of the stuff that something else out there can take care of for you.

Valerie VanBooven (37:30):

All right. Here’s a little infographics kind of a slide that shows you how it works from our perspective. Candidates under the funnel from various horses. And that could be Facebook, Indeed, ZipRecruiter, myCNAjobs, Craigslist, wherever. We’ve done it all and seen it all the inside of every single one of these. We put all the people in one funnel and then start at the very top of the screen there, and then the chase begins. I call it the chase. This is where the pipeline automation starts.

Valerie VanBooven (38:02):

They are chased via text and email to fill out an information form. We do not call it an application because it is a vetting form for you. It is just basic information that you need so that you know if you can go to the next step for that person. And then the interview. The system chases them to get the interview. But this is a smart system. So once they’ve filled out that information form, which could be right away or five days later, the system doesn’t chase them anymore after they’ve filled out that information form. It knows to stop texting them about that. It knows they’ve taken in action.

Valerie VanBooven (38:40):

But it’s going to chase them to get that interview set up and usually it’s a phone interview. Just a 10-minute vetting kind of phone thing. And it chases them to get that set up. If they get that set up, then it’s that to chase them anymore. It’s not going to keep harassing them about it. It knows we’re done.

Valerie VanBooven (38:59):

Then hiring. Once they get that phone interview done, what is it that you need us to help you with next? Do you need the system to send them their document list, send them an invitation to an in-person interview. What is it that you need them to do next? Fill out a full application is probably on that list.

Valerie VanBooven (39:21):

So hiring. Then you decide what’s next. Full application, in person interview. We’ve set that automation in place to help you, so you’re not sending the same email out all the time, trying to get somebody to do something. And we can help by providing that calendar that integrates with that automation in your Google calendar and your Outlook calendar, so that all that stuff works together. And you let them schedule your phone interview and you schedule that in person interview with them on the phone. Less time wasted, better results, no more chasing candidates. And that’s what a new mindset, breath of fresh air feels like. And you being able to spend more time on the people who matter.

Valerie VanBooven (40:07):

All right. We made it to the end. So questions? Enter your questions in the questions area. If anybody has any at all for tonight, I will answer questions in the order received. If you want to reach out to me for anything, go to asnmarketingplan.com/contact-us. Or go to 888-404-1513. I am going to the Q&A section. Does anybody have any questions about what we just talked about? I don’t see any questions in here. I do see… Let’s see. Questions, questions. Anybody have a question?

Valerie VanBooven (40:43):

Let’s see. [inaudible 00:40:44] Lots of you on here tonight. Thank you for joining us. I’m going to go to the next slide. If you’re thinking about a question, go ahead and put it up there. Let’s look at what we’re going to talk about tomorrow night.

Valerie VanBooven (41:03):

Oh, can we get a copy of your slides? I will send out all the replays, but I don’t release my slides. Okay. Agenda for session two, capturing the numbers, making better decisions. So we are going to show you what capturing the numbers looks like. We’re going to talk to you about what a virtual assistant service is, and we’re not talking about outsourcing something to the Philippines. No. Someone in our team can handle your ads or important candidate. Import your candidates, not important. Import your candidates and more.

Valerie VanBooven (41:39):

I’ll talk about that. And then we’re also going to show you online signing services for form fillable applications, background checks, et cetera. Some of you may have used DocuSign in the past. We’re going to talk about something that’s a little different. Not only does it allow the person to do form fillable stuff, this is the actual… We’re talking about the actual application here, but it is also an app you can download on your phone. Anybody can download it for free and they can fill everything out from that app if they want.

Valerie VanBooven (42:13):

It’s not for everybody. It may not interest you, but we are going to talk about different ones that we’ve seen and the costs and all those kinds of things. And then we’ll do a little bit of looking at what it looks like when you capture the numbers and what it looks when you can decide to stop using certain platforms and why you would decide to stop using. So that’s what we’re going to talk about tomorrow night.

Valerie VanBooven (42:38):

Let’s see what I have in the chat. It says, “It seems like PreIntent is the same platform as ASN. PreIntent is not something that I am really familiar with. We built our platform with a lot more, I guess, depth. I’ve heard people talk about PreIntent before, but we definitely built ours with a little bit more depth to it, I think based on what I’ve heard, but I don’t know the platform very well. So I’m hoping that it provides more than everything you need.

Valerie VanBooven (43:20):

All right. If anybody has any other questions, I’m happy to answer them in the Q&A section. I know that one was in chat, but in Q&A. Anybody having more questions? Okay. If not, I will see tomorrow night. I will send out this replay of this first one to everybody who attended. All right. Thanks, everybody. Thank you so much. We’ll talk to you tomorrow night. Bye-bye.

Valerie VanBooven RN BSN

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