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If i am reading your question right you are looking for feedback on what potential employers can do to appear more desireable. Or am i incorrect?
Clarity of job description
Speed of contact
Make sure first contact is excited and can comvey why someone would want to work there
Competitive salary
A planful progression opportunity.
Not taking forever between first contact and interview
No extra tasks / projects / analysis for candidate
No more than 5 interviews
Dont say “we are family” or talk about the required pizza parties after work
All red flags for the best candidates
When companies make candidates jump through hoops like a trained poodle the best people wont have it as they have choices. The worst people will to whatever it takes and you will end up with a suboptimal team.
This is great! Thank you. I think we are trying to figure out both sides. What can we as a company do better overall and in recruiting, and how do we find more qualified candidates?
Are your salaries competitive?
Pro
Give character tests to your selected candidates to ensure you are hiring people to build the culture you want your company to have
Are these adm or health worker jobs? Those are generally lower paying, so offer best salaries and publish the pay range.. and be honest. The economy is super important now and this will attract better more motivated workers. HR has been lying for years saying salary isn’t important. It’s the most important! … followed by great managers and challenging work.
I think Amazon 1 nailed it, but during healthier job markets when I could be more choosy, I asked job turnover/ how long people stayed for, and work life balance. I was told the average tenure was 10 years lol. They assured me that I would rarely (mostly never) be working on off hours unless there was an emergency, and that they respect PTO boundaries and never bother people while on it. I’ve been here over 2 years and have been happy.
My green is where the individual we assist is respected as a person not as a patient. Where he or she is seen as the center or the reason why I was there to make his or her day by assisting the individual access his or her activities of daily living. Where the God given potential of that person is exercised. This are some of the green light I look for.
My red light is anything opposite to the above mentions. Where there is no Empathy care respect for the individuals. One thing that always make me unique to some of my colleagues is that I don't see my presence at work for just for the payment after the work but for the positive energy I contribute to the live of the individual each time. I remember going through my paychecks many months after and I came to realized that I was not paid for many hours. It did not discouraged me rather rather it confirmed for me that I am here to assist them active their potential. This is what I love to do. It shows on how I relate to people too. Imagine that all my supervisors always talk good about me. That's why I don't wast time to give their number for reference. Thank you. My name is Sylvanus Onwuanaku God bless you.
Are you recruiting for home care aides ? Is that where you are struggling to hire ? It’s very hard work.
Find out where your competitors are advertising. Not every site is good for every industry.
Thank you all for the great feedback. This question was primarily about Admin recruitment, not Direct Support Professionals (DSP). However, that is also a very challenging job and as several pointed out - DSPs sadly do not get the compensation they are due for the hard work they endure.
Thank you! Yes, the jargon runs deep. We use the term "admin" to describe all of our non-caregiver jobs, so from IT to marketing to payroll to C-suite positions. These are very good points. Thank you!