When it comes to opening up a Residential Care Facility for the Elderly (RCFE), there are a lot of moving parts to handle and many important considerations to take into account. One of the most critical aspects involves hiring. In many ways, an RCFE is only as good as the staff that makes it run. As a facility owner or administrator, it is therefore in your best interest to devote ample time and effort to assembling a team that will do the best job possible catering to the needs of your residents and generally keeping things operating smoothly. With our extensive experience directly in the RCFE field and working closely with facility operators, we would like to share our insight regarding the best hiring practices to establish the solid foundation you need.
Assess Candidate Demeanor and Level of Dedication
Like many other types of businesses, RCFEs can thrive or flounder based on how well employees work together and get along. As there is a lot of staff interaction each day at the facility, it is imperative that you hire individuals that will fit in well and positively contribute to the overall atmosphere.
When evaluating candidates, you also want to assess whether they are likely to remain dedicated to the job over time. Working at an RCFE is not the kind of position where one can put in minimal effort just to make ends meet. Ultimately, you want to hire people that will take their responsibilities seriously, and demonstrate that they can remain focused on handling resident needs.
Carefully Evaluate Relevant Skills and Prior Experience
Ideal candidates are also those that have strong professional backgrounds as well as relevant experience and highly developed skills. You’re likely to have far more success when you bring in someone that has already created a strong foundation versus someone that is just starting out and has minimal knowledge to draw on. To adhere to regulations, you will also need anyone you are considering hiring to submit to an official criminal background assessment. Keep in mind that not all individuals with criminal histories are precluded from working at an RCFE. As long as the person’s specific violations qualify for exemption per state guidelines, you will be able to add them to your team.
Let Prospects Engage with Your Residents
While one on one interviews are essential, it is equally essential to get a sense of how a prospect interacts with those living at the facility. The last thing you want is to hire someone that is abrasive, unlikable, or fails to communicate well with residents. Allow your top candidates to interact a bit with some residents and carefully evaluate those interactions. Proceed with those that show the type of promise you’re looking for.
Focus on Creating a Solid Interview Process
Even though no interview process is absolutely perfect, it is nevertheless critical to put in sufficient time and effort to make it as strong as possible. The better the interview process, the likelier you are to find great people to work at your facility. One thing you want to do is make certain that prospects are crystal clear about what the position involves and what the specific daily responsibilities are. You also want to come up with a range of interview questions that cover all important aspects of facility operations. It is equally worthwhile to interview a number of candidates even if you get a good feeling about the first person you speak with. Allow yourself to get a few options and then make the best decision you can based on all of the information available.
We hope that these tips prove fruitful for you as you conduct your employee search. If you’re in need of quality insurance policies for your facility, please do not hesitate to contact InsureMyRCFE at (805) 413-5668.
