The New Role of

Social Media in Home Healthcare Recruiting

P R E S E N T E D B Y

Social media is becoming a key resource for

caregiver recruitment at home

healthcare agencies.

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.

To learn more about how to improve hiring at your home health agency,

schedule a demo today.

Schedule a Demo