Your Trusted
Partner in Care.

Client Consultation: Partner with aged care and disability service providers to understand their specific staffing requirements, including roles, qualifications, and necessary skills.

Role Definition: Conduct a thorough analysis of job descriptions and responsibilities to ensure clarity in the recruitment process. Identify key competencies such as empathy, patience, and specialized care skills.

Craft Job Descriptions: Develop detailed job descriptions outlining core responsibilities, required qualifications, experience, and the personal attributes needed for success in aged care and disability services.

Advertise Openings: Post job listings on targeted job boards, industry-specific platforms, social media, and relevant community networks. Leverage partnerships and industry connections to reach potential candidates.

Resume Screening: Review applications to shortlist candidates based on their qualifications, relevant experience, and alignment with the specific needs of the aged care and disability sectors.

Pre-Screening: Conduct preliminary phone or video interviews to assess candidates’ communication skills, motivations, and preliminary fit for the role.

Interviews: Arrange structured interviews with shortlisted candidates to evaluate their experience, skills, and suitability for working in aged care and disability settings. Focus on behavioral questions to gauge empathy, problem-solving abilities, and interpersonal skills.

Skills Assessment: Depending on the role, administer practical tests or simulations to evaluate candidates’ ability to handle typical scenarios and tasks encountered in aged care and disability services.

Reference Checks: Contact previous employers or supervisors to verify candidates' work history, reliability, and performance in similar roles.

Criminal Record Check: Perform background checks to ensure candidates have no disqualifying criminal history, as required for working with vulnerable populations.

Credential Verification: Verify relevant qualifications, certifications, and licenses to ensure compliance with industry standards and regulations for aged care and disability services.

Decision Making: Review feedback from interviews, assessments, and reference checks to make well-informed hiring decisions.

Offer Presentation: Extend a formal job offer to selected candidates, detailing employment terms, conditions, and start dates.

Orientation: Conduct comprehensive orientation programs to introduce new hires to the facility’s policies, procedures, and culture. Provide an overview of the specific needs and protocols for aged care and disability support.

Training: Deliver role-specific training, including mandatory compliance training, to ensure new employees are equipped with the necessary knowledge and skills to provide high-quality care.

Feedback Collection: Solicit feedback from new hires and the facility to assess the recruitment process and identify areas for improvement.

Process Review: Regularly evaluate and refine recruitment strategies and procedures based on feedback, industry trends, and evolving needs to ensure ongoing effectiveness and quality.

This process ensures that both aged care and disability service providers are matched with skilled, compassionate professionals who meet the specific needs of their clients while maintaining high standards of care and compliance.