Recruiting Questionnaire
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Email
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Home Care Revenue Breakthrough RECRUITING Profile
1. What do you think the biggest reason is that you are not getting the exact success you want in your recruiting?
2. Do you have someone who has primary role for recruiting caregivers?
Yes
No
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3. What types of positions are you hiring for?
4. About how many caregivers do you have currently?
5. About how many cases do you currently get/start per week? (on average)
6. Have you established KPIs (key performance indicators) for your recruiting efforts?
Yes
No
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What are they?
8. About how much per month are you investing monthly with the intention of getting caregiver applications?
9. What sources do you use for getting applications (paid and unpaid)?
10. Do you place generic recruiting ads (called evergreen ads)? This means that they apply to general group of caregivers? Do you place more specific ads (I.e I need nighttime caregivers in North Tampa for weekends)? Is it a mixture of both?
11. Do you have a process for deciding which recruiting ads you will run?
Yes
No
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12. How often do you update your recruiting ads
13. Please list the overall TOTAL # of applications you get each week or month.
14. If you had to guess, on average, about how quickly do you call applications to pre-screen them once they have applied? (I.e within 2 hours....within 4 hours....by the end of the day....within 24 hours...within 2 days....within 2-3 days...we make recruiting calls about once a week..etc)
15. Do you have a set number of daily or weekly calls that you expect your team to make for scheduling interviews? If so, what is that number? If you ONLY call the applications that came in, then state that.
16. When you do receive applications, do you have a process for capturing THEIR emails and phone number even if you NEVER talk to them?
17. What is your expectation in terms of how many times to attempt to contact an applicant once they’ve applied? And...is your team CLEAR on this expectation? AND...is it happening?
18. When people apply to your company...how do they do so? (paper? Online? Submit resume? Etc) If you have an online application, can you share the link here?
19. Do you happen to have access to any job boards where you can proactively recruit caregivers instead of waiting for them to come to you?
20. What is your typical starting caregiver pay rate? (feel free to add insights below)
21. What is the average pay rate in your market? And when was the last time you did a competitor analysis for pay rates?
22. What are the main reasons a caregiver would want to work for your company (list your features/benefits)?
23. Do you share this with caregiver applicants on your initial phone call? What % of the time?
24. On a scale of 1 to 10, how much do you treat your recruiting as a sales process vs a tactical process. (1 is very tactical....people call in and you ask all about credentials then try to get them in....10 means that you have a true sales process for your recruiting, you build rapport, find their wants...ask then get them excited about your company and coming in)
25. Please describe your Pre-screening process you follow when you call applicants.
26. When you pre-screen applicants...how do you create a sense of “urgency” and “excitement” for them to come in?
27. About how many caregiver hires do you make per week (on average)? DO you have a benchmark target? If so..what is it (it may be one of your KPIs listed in prior question?)
28. Do you have a process for collecting caregiver testimonials? (video and/or written?)
29. About how many interviews do you schedule per week (on average)? How does this compare to your benchmark targets (you may have KPI for this from question above)?
30. What is your process (if any) for reminding caregiver applicants about their interview date/time? And how often do you do this? Do you send out text reminders?
31. What % of caregivers would you say show up for their interviews that you scheduled?
32. How do you let applicants know what documents they need to bring for the interview? And(if you had to guess)..what % of applicants actually bring 100% of what they need to bring to the interview?
33. What do you do to make caregiver feel welcome when they come in for the interview?
34. What does your interview process look like?
35. Do you have a story you share with caregivers about your company to build connection
36. When you are interviewing caregivers, what do you do to ensure that they are comfortable in the interview process?
37. Once you know you hire a caregiver, how quickly are you able to get them to work?
38. On a 1 to 10 (10 being the best), how well do you do at having your orientation engaging, entertaining, reexciting them to work for you, and getting the caregivers bought in to your mission)
39. Do you have a process for identifying the schedules that caregivers want and how good are you at matching them up with the schedules they say they want?
40. Do you happen to know (or can you easily get) your caregiver “retention rate” ..or the “turnover rate”
41. Do you have any type of caregiver “mentor program” once hired?
42. Do you have any type of caregiver “onboarding” process once hired?
43. Have you created a caregiver growth path for you caregivers where they have the opportunity to advance?
44. How would you rate your recruiter on being more “sales” oriented 1 to 10 (10 being top notch sales)?
45. How would you rate your caregiver supervisor (usually the scheduler who has most contact) on being friendly and nice, yet, lovingly assertive when necessary (10 being ideal)? 1 to a 10
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