Industry interviews
How to navigate the HR market like a pro...
Featuring expert Marshall Staton, Director of Human Resources at Aeroflow Healthcare
Quick Tips to Attract Top Talent
Understand who you are as an organization and what is important to you.
Lean into your value proposition and how it aligns with your employees.
Factor your value proposition into your recruiting process.
Be true to who you are and tell candidates what to expect when working with you.
How to Get the Right People:
The workforce is changing and more competitive than ever. Often times, HME/DME companies are operating on a smaller scale and your goal is to run a successful business while taking care of your people. Expert Marshall Staton, Director of HR at Aeroflow Healthcare, spoke on the best practices you can implement today to ensure you’re set up for success.
The advantage of being a smaller HME company is that you can be more nimble and deliberate in your hiring process. Often, you must look inward first to ensure that you, as a company, are doing everything possible to attract the right people. Marshall states the biggest question to ask yourself: Is this process working as well as it should? If no, then understand why. For example, if you struggle with interviewees not showing up or losing interest, take a hard look into your recruitment process and ask yourself what makes them lose excitement? Why should people want to work for you?
The 3 most common reasons people leave to search for a job is: payer benefits, growth opportunities, and work place culture. Take a hard look and ask yourself, what is our culture? How do we reward people? What opportunities do we offer our people? Lean into those differentiators and make them the focal point of your branding during interviews.
Marshall also stressed the importance of optimizing your hiring funnel to ensure you get the right people. The right questions to ask yourself are: Where do you advertise? Which markets? Are you looking internationally? Regionally? How do you feel about remote or hybrid work?
Marshall highlighted the hiring market has shifted and you are likely eliminating 90% of candidates if you do not offer a work from home option, even a few days out of the week. Embracing a more flexible option for your staff has unlimited benefits! Marshall says,”Being flexible with people is always going to help in the end. It doesn’t cost you anything to be flexible. Embrace a hybrid model or make your office somewhere they want to work.” If working in office is a non-negotiable for your business, then own it! But, to be successful, ensure your office has a culture people want to work in.
Lastly, his advice on how to best position yourself is based on 3 things: payer benefits, growth opportunities, and of course, company culture. Have you leaned into why people want to work with you? Why do they stay? What sets your culture apart? Offering a competitive salary and benefits is a given, but creating an environment where people feel both respected and part of your company growth will help you stand out and not cost a dime!
How to position yourself as an enticing workplace:
Company Culture: It costs nothing to create an environment where employees feel respected.
Transparency: Be honest how to be successful in their job role and acknowledge a job well done.
Growth Opportunities: Be open about areas of growth. When employees feel included in the business, they're more committed to company growth.
Benefits: Remember you can incentivize with extra PTO, a hybrid work model, and share the wealth when your business grows.
Competitive Salary: People are not volunteers. Continue to pay your people well.
more expert tips on
How to Recruit Top Talent
- 01Invest in good people. Train them to do what you need and treat them well. Then, reward them for doing a job well done. This cycle will attract and retain top talent if your culture is full of bought in employees.
- 02Conduct employee research. Ask your employees why they work with you and stay. Don’t assume. Lean into those responses and use to market yourself to others.
- 03Evolve and grow! Tailor your interview process to what it takes to be successful in your role and speak on that. Be flexible with people and understand keeping employees in-office is a choice. Ensure you’re mandating in-office employees because it truly makes sense for your company, not because you’re against transitioning to a hybrid model. Remember, it costs nothing to create a healthy work environment and culture people want to be apart of. Ask yourself, would someone want to work here? Why? Lean into those differentiators.
Old Ways of Thinking...
Marshall shares the most common misconception he sees in recruiting is making candidates jump through too many hoops to “test” their desire to work with you! This way of thinking doesn’t work anymore and waste’s everyones time, even yours! Instead, treat your candidates with respect and tailor your interview process around what it takes to be successful in your posted job role. Marshall advises if you focus your questions around how to be successful in your job role and direct all questions around what skills/characteristics are most valuable to you, you’ll be more successful. There is a “beautiful balance of respect” which goes a long way in the interview process and will often lead you to the right match.
He also highlighted the importance of being flexible and offering a hybrid work environment. Ensure you’re mandating in-office employees because it truly makes sense for your company, not because you’re against transitioning to a hybrid model.
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