How it works
There are two reasons a care job stays open. Neither is a shortage of people.
The advert only reaches people who are already looking. And when someone does apply, nobody calls them. We fix the first on every plan, and on screening plans we fix both together.
The two problems
Nearly every hiring problem we're asked to fix is one of these.
Problem one
Your advert only reaches people who are already looking.
At any one time only a minority of care staff are searching. Roughly three in ten, on our experience. A job board advert reaches that group and nobody else, and every provider near you is chasing the same people this week.
The rest are working somewhere today. They would move for the right role, the right hours or a shorter drive, but they will never see a job board listing.
How we fix it: adverts on social platforms, aimed at the areas around your site, so the people who are not looking still see the role.
Problem two
When someone does apply, nothing happens.
No call that day. None the next. The manager is on the floor, the inbox is shared, and the application sits there. So the applicant takes the job that did call.
This one is invisible from the inside. Every provider believes they follow up. The inbox usually says otherwise.
How we fix it: a named recruiter calls each applicant, screens them against your criteria and books the interview with your team.
Fix the advert without the follow-up and you've wasted the advert. Fix the follow-up without the reach and you're screening a trickle.
Fixing problem one
Reaching the people who are not looking.
The adverts run where care staff already spend their time. Facebook and Instagram, not job boards. A healthcare assistant who has never opened Indeed this year still scrolls their phone on a break, and that is where they see a well-made advert about a role ten minutes from home.
We aim them at the areas around your site. A commute is the first thing a care worker checks. The advert only shows to people within a sensible distance of the location, so the applications you get are from people who could actually take the job.
We produce the advert itself. The wording, the images and short video, and one clear page about the vacancy: location, shift patterns, what the job involves, what is required, and what happens after applying. The application works on a phone and takes a few minutes.
The campaign keeps running. A job board listing goes live, gets its applications in the first week and fades. A campaign runs for the whole plan, and we review it with you: what it is producing, what applicants are asking, where people drop out. Then we adjust the wording, the images or the audience.
Advertising spend is separate and at cost. It is paid to the platforms through your own accounts. We do not mark it up, and you can see every euro of it.
What we do
- Agree which roles to advertise, where and to whom
- Write the adverts
- Produce the images and short video
- Build the vacancy page or careers area
- Set up the application so it reaches the right inbox
- Review results and adjust wording, images or audience
Included onBronzeSilverGoldPlatinum
Fixing problem two
Calling the people who apply.
This is the screening half of the service. It is included on Silver, Gold and Platinum.
A named recruiter calls every applicant. While the application is still fresh, not when the manager next gets a quiet hour. The applicant hears a person, gets their questions answered and knows what happens next.
The call works through your criteria. Availability, experience, and registration or permits where relevant. If the CV is missing, we chase it. Everything we learn goes into notes, so your manager reads a short summary rather than a raw application.
Suitable people are booked in. We put them forward with their notes and arrange interview times with your manager. Your team interviews, completes references and the formal employment and compliance checks, and makes the decision.
On Bronze, this half is yours. The advertising works the same way, but your own team makes the calls. If your team can call the same day, Bronze is enough. If the inbox says otherwise, a screening plan is the fix.
What we do
- Call each applicant
- Screen against your agreed criteria
- Chase missing CVs
- Write up notes for your manager
- Book interviews with your team
Included onSilverGoldPlatinum
An illustrative example
Both fixes, from one applicant's side.
Problem one
They see the advert
A healthcare assistant working at another home sees a short video about a role near them, on their phone, on a break. They were not looking. They look now.
What we do: decide which areas and audiences the advert should reach, then write and produce it.
Problem one
They read about the role
The advert leads to one clear page: location, shift patterns, what the job involves, what is required, and what happens after applying.
What we do: build the page, keep it short and answer the obvious questions.
Problem one
They apply from their phone
The application is short and works on a phone. Fewer fields means fewer people abandoning it half-finished.
What we do: keep the form simple and make sure applications reach the right inbox.
Problem two
A recruiter calls them
A recruiter talks through the agreed criteria, chases the CV if it is missing and writes up notes. The applicant knows they have been heard and what comes next.
What we do: the calls, the chasing and the record keeping. Silver, Gold and Platinum.
On Bronze: your own team makes this call.
Problem two
They meet your team
They are put forward with their notes, and an interview time is arranged with your manager.
What you do: interview, complete references and the formal employment and compliance checks, then make the decision.
Getting started
What the first few weeks look like.
Agree vacancies and requirements
We go through the roles you need to fill, the site or sites involved, the hours and working arrangements, the pay and conditions you can talk about publicly, and the criteria an applicant should meet.
Arrange account access and approvals
You give us access to your advertising accounts and pages, and we agree who signs off advert wording and images before anything goes live.
Prepare the campaign and the route to apply
We write the adverts, prepare the images or video, and build a clear vacancy page or a careers area on your own website, so an interested person can apply from a phone in a few minutes.
Agree a launch date and go live
Once we have seen what the role needs and how quickly approvals come back, we agree a launch date. When the content is approved and the accounts are ready, the campaign goes live.
Follow up according to your plan
On Silver, Gold and Platinum we call applicants, check them against your agreed criteria, chase CVs, note what we learn and book interviews with your team. On Bronze, your team does the follow-up and we keep the advertising working.
Review progress together
We look at what the campaign is producing, what applicants are asking about and where people drop out, then adjust the wording, the images or the targeting.
Plans
Every plan fixes problem one. Screening plans fix both.
Reach
Campaigns, advert content and a vacancy page. Your own team calls the people who apply.
Reach and follow-up
- Everything in Bronze
- A named recruiter calling every applicant
- Screening against your agreed criteria
- CV follow-up and notes
- Interviews booked with your team
What we need from you to start
- The roles and sites you are hiring for.
- The criteria an applicant needs to meet.
- Employment details you are happy to advertise.
- Access to the advertising accounts and pages we will use.
- One person who can approve advert content.
- A named person for interview scheduling.
One thing you can do today
Count the applications nobody answered.
Open your careers inbox. Count how many applications from the last thirty days never got a reply within twenty-four hours. That number is problem two, in your own data. Start there. If it is zero, Bronze may be all you need. If it is not, we should talk.
Not sure which plan?
Start with two months on one site.
€4,000for two months, paid on signature
The full Gold service, every open role at one site, clinical and non-clinical. Both problems fixed at once: the campaign reaching people who are not looking, and a named recruiter calling everyone who applies. At the end of the two months you decide whether to continue on a quarterly plan.
Talk to Paul
Tell Paul who you need to hire.
Share the roles, the locations and where the process is taking up your team's time. Paul will say which level of support could fit.
Paul Chandler
Wicklow Town, Ireland
No form to fill in and no booking calendar. An email or a phone call is all it takes.