This exclusive webinar recording reveals the essential – and proven – 3 steps to recruit care staff via (i) increased brand awareness of your care operator, (ii) Facebook Ads and iii) vigorous telephone and email follow up with interested applicants.
Care operators, including during the present recruitment “crisis” have dropped recruitment agencies and job board – and have switched entirely to this 3-step strategy instead!
The webinar reveals the 3 essential steps:
Step 1 – Get noticed
Use PR, profile-raising and increased awareness to become seen as a “great place to work” with fun and interesting colleagues.
You must be using media exposure, including regional TV and radio, and digital PR, via Facebook boosts, to get noticed.
You must be doing your utmost to “spread the good news” about your care homes or care operator.
Organic Facebook posts just do not cut it anymore! Organic post may reach 100s of people (this diddly squat) when you want to be reaching hundreds of thousands of people in your target care staff-catchment areas.
As part of Step 1 the webinar explains why and you you must, when pitching to the press, “Write The Story On A Plate For Journalist”. This is 300 words, with an eye-catching headline and quotes from either or your manager, family members or other staff.
The headline needs to convey your story in 10 words maximum.
The webinar also provides real-life care home news release examples.
Also as part of Step 1 you must be ensuring your Facebook page in “on fire”. This is vital ”digital PR”, and the webinar provides an example of how one care home Facebook campaign during Dementia Action Week reached reached 13.8 million people, with 432,000 reactions, 51,000 comments and 236,000 share!
Step 2 – Facebook Ads
Less than 0.5% of care operators use Facebook Ads effectively to recruit care staff.
But you must be using Facebook Ads if your care operator wants to be proactive and innovative to recruit care staff!
Facebook Ads enable you to target prospective new employees – and the webinar runs through tips on how to construct these ads, including the power of smartphone photos, and why you should “be human” in your ads. Don’t be overly concerned about being “professional”. This is Facebook, and is about friends-sharing-with-friends.
So, in your Facebook ads:
* Do be human
* Don’t always write a job ad!
* Do get name, phone number and email address
* Do use “Facebook Lead Forms” to capture
* Don’t drive people to website or job application pages!
* Do ask qualifying questions – filter out time-wasters!
Step 3: Tel calling/email follow up
As the webinar emphasises Step 3 is when You Have To Work! But Where There’s Work There’s Results!
Remember the “leads” you source via Facebook are not necessarily applications. They are possible new recruits showing an interest in working with your care operator or care homes.
i) Speak and engage warmly with prospective new care staff
ii) Phone, email, and leave voice messages – repeatedly
ii) Get CVs if necessary
iii) Do everything you can to qualify them as suitable or ready for an interview
vi) Follow up with prospective new employees – and follow up again
vii) Show that ‘lead’ you’re interested in them! Show them the love
viii) Set clear interview times and interview reminders
“We’ve stopped Indeed and other job boards – and are using only this 3-step system” – Rural 3-Care Home operator
“I was doubtful at first. But you proved me wrong. We’ve 400% more job enquiries and had to hire more HR team members” – Neil Russell, specialist care operator PJ Care
Want to know how this 3-step recruitment strategy could work for you?
Apply for a free 30-min “roadmap” Zoom call.
Email “roadmap” to email@example.com