Direct Support
Professional Recruitment Toolkit. The Direct Support Professional Recruitment
Toolkit arms individuals, families, consortiums, and organizations
with the marketing tools they need to attract and recruit quality
staff into direct support roles. Traditional sources for employee
recruitment including newspaper ads, brochures, and flyers, have
frequently been generic and flat. This tool changes that approach
into a dynamic and targeted recruitment campaign for human service
agencies and those who direct their own supports. Target Marketing. Target
marketing is essential to attract the quality staff you desire.
Although many employers are aware of what target marketing
is, they find it difficult and time consuming to create a
different marketing campaign for the different groups of
people they wish to attract for employment. The targeted
groups include: stay at home moms/dads, college students,
Gen-Yers, seniors, faith-based communities, Spanish-speaking
communities, and displaced workers.
Customization.
The Direct Support Professional Recruitment Toolkit is
designed to be customized to reflect you or your organization's
mission, vision, and values as well as your logo, and contact
information for interested applicants. The Direct Support
Professional Recruitment Toolkit includes brochures, flyers,
newspaper ads, and recruitment cards for each of the seven
target marketing groups. Materials are provided to you
on a CD-rom in both Microsoft Word™ and Adobe PageMaker™ formats. http://rtc.umn.edu/pdf/toolkit.pdf
CNA
interview/application guide. It includes interview questions
case scenario’s basic skills and assessments. Click
here to download.
Recruiting Quality Health Care Paraprofessionals. A
description of a successful recruitment strategy that relies on targeting
specific populations, building recruitment partnerships with community-based
organizations, and using a rigorous selection process to identify
those candidates most suited to the job. http://www.paraprofessional.org/publications/PHIRecruitOvrvw.pdf
A Guide to Recruiting Quality Health Care Paraprofessionals. This
guide is currently under development and will be available in the
spring of 2005. Click
here to download.
Finding and Keeping Direct Care Staff. This guide
provides long-term care employers with immediate, concrete suggestions
on how to find and keep direct-care staff, with particular emphasis
on targeted recruitment strategies, learner-centered training, and
supportive supervision. http://www.paraprofessional.org/publications/findkeep.pdf.
The Right People for the Job: Recruiting Direct-Care Workers
for Home- and Community-Based Care, Workforce Tools, No.1. This
tool offers straightforward information on how to recruit, assess,
and select personal assistance workers and home health aides. Click
here to download
Chapter 3 of "Getting Started: A Pioneering Approach
to Culture Change".A recent book written by Sue Misiorski
of PHI. It contains information on conducting focus groups with
workers and sample questions to ask. Contact the Clearinghouse
for more information.
Staff Recruitment, Retention, and
Training Strategies for Community Human Services Organizations.
Recruitment, retention, and training — the three most challenging
issues facing community human services organizations. Now supervisors,
managers, and administrators have a practical guidebook for facing
these challenges and staffing their agencies with dedicated, motivated
direct support professionals. Each chapter of this easy-to-read
handbook focuses on a critical workforce issue such as recruiting
and hiring employees, socializing and supporting staff, strengthening
commitment and skills through mentoring programs, building effective
teams, fostering diversity and cultural competence, and designing
and surviving organizational change. http://www.brookespublishing.com/store/books/larson-708x/index.htm
Removing the Revolving Door: Strategies
to Address Recruitment and Retention Challenges Facilitator Guide.
This curriculum targets frontline supervisors and managers regarding
the development and use of effective recruitment, retention, and
training strategies. http://www.rtc.umn.edu/pdf/rrd_facguide.pdf
Removing the Revolving Door: Strategies
to Address Recruitment and Retention Challenges Learner Guide.
This curriculum targets frontline supervisors and managers regarding
the development and use of effective recruitment, retention, and
training strategies. http://www.rtc.umn.edu/pdf/rrd_lrnguide.pdf
College of Frontline Supervision.
The College of Frontline Supervision gives you access to a wealth
of information and online tools. They are designed to help you track
and reduce turnover of people in direct support roles. While the
primary audience of the CFS is frontline supervisors, much of the
content is useful to anyone who hires, fires, or trains direct support
professionals .This includes family members or individuals with disabilities
who hire their own direct support professionals. http://rtc.umn.edu/cfs/main/
Staff Recruitment and Retention
Store: Quality Mall. Information on recruiting and retaining
employees who provide direct support to people with disabilities. http://www.qualitymall.org/directory/dept1.asp?deptid=10
Assessing Retention Outcomes.
This document will help you to determine your turnover and vacancy
rates to choose strategies for retention, identify reasons your agency
experiences turnover, and provide a benchmark for how well current
interventions are working. http://www.rtc.umn.edu/pdf/retention.pdf
New Staff Survey. This survey
assesses the extent to which a new employee's experiences matched
his or her expectations. Averages scores of less than 4 on the five
point scales identify areas in which better information should be
provided during the hiring process. http://www.rtc.umn.edu/pdf/newstaffsurvey.pdf
The Power of Diversity: Supporting
the Immigrant Workforce Facilitator Guide. This curriculum
is designed to help supervisors and other agency staff find, support,
and retain immigrant workers. http://www.rtc.umn.edu/pdf/iw_facguide.pdf
The Power of Diversity: Supporting
the Immigrant Workforce Learner Guide. This curriculum is
designed to help supervisors and other agency staff find, support,
and retain immigrant workers. http://www.rtc.umn.edu/pdf/iw_lrnguide.pdf
Recruitment Issues for Minnesota
Agencies Serving People with Developmental Disabilities or Severe
and Persistent Mental Illness: Final Report Executive Summary (1997).
This study describes recruitment challenges faced by 144 randomly
selected residential, vocational, in-home support, and mental health
agencies in Minnesota (of 488 eligible agencies). The agencies
in this study employed 9,591 direct support workers (DSWs) and
1,026 first line supervisors. Based on these numbers, the number
of direct support workers statewide is estimated at 32,503 and
the number of first line supervisors is estimated at 3,477. http://www.rtc.umn.edu/wddsp/recruitment2.html
Recruitment Source Effectiveness.
This chart can be used to evaluate the effectiveness of recruitment
strategies. Use this form to calculate which recruitment source yielded
the highest percentage of actual hires. http://www.rtc.umn.edu/pdf/sourceeffectiveness.pdf
Effect of Recruitment Sources on
Retention. This chart can be used to determine which recruitment
sources yielded the greatest percentage of new hires who stayed
in the organization for at least a year. http://www.rtc.umn.edu/pdf/sourceretention.pdf
Effectiveness of Recruitment and
Hiring Bonuses. This chart can be used to calculate whether
people who received a bonus were more likely to stay than people
who did not receive a bonus. http://www.rtc.umn.edu/pdf/bonus.pdf
Checklist of Effective Recruitment
Strategies. This chart can be used to assess how many creative
strategies this organization is using now, the extent to which
those strategies are working, and whether the organization would
like to start using the strategy in the future. http://www.rtc.umn.edu/pdf/recruitmentchecklist.pdf
Direct Support: A Realistic Job
Preview. Read about or order a copy of this professionally
produced 22-minute video illustrating the real, everyday work of
direct support professionals. http://www.rtc.umn.edu/wddsp/rjp.html
Market Analysis Survey. This
survey can be used to learn about the demographic and work characteristics
of employees in an organization, county, or state. It was devleoped
for use in Ohio for a recruitment campaign. http://www.rtc.umn.edu/pdf/marketanalysis.pdf
Workforce Status and Outcomes Survey.
Helps to determine your success in recruitment and retention efforts. http://www.rtc.umn.edu/pdf/statusandoutcomes.pdf
Realistic Job Preview Overview.
Realistic Job Previews (RJP) are any method an agency or business
uses to help prospective employees get a balanced picture of the
positive and negative aspects of the work they will be doing and
the organizational climate, prior to the offer of a position. This
overview compares various RJP methods. http://www.rtc.umn.edu/pdf/rjp.pdf
Structured Interview Questions.
Sample
structured interview questions for interviewing prospective direct
support professionals based on the Community Support Skill Standards. http://www.rtc.umn.edu/pdf/interview.pdf
Direct Support Professional Recruitment
Toolkit. This toolkit includes sample marketing materials
for seven specific targeted groups: stay at home moms/dads, college
students, Gen-Yers, seniors, faith-based communities, Spanish speaking
communities and displaced workers. The toolkit includes brochures,
flayers, newspaper ads, and recruitment cards for each group. Materials
are provided in print and in Microsoft Word, and Adobe PageMaker
formats. You can use the CD to customize the materials for your
organization or you can purchase customization services. Cost:
The toolkit is available for $25. Two customization options are
also available. Contact the Research and Training Center on Community
Living, 204 Pattee Hall, 150 Pillsbury Drive SE, Minneapolis, MN
55455 to purchase copies. Call 612-625-1566, email mclo0001@umn.edu for
information about the customization options.
* For more information, search
the Clearinghouse for: Recruitment. http://www.directcareclearinghouse.org/r_cat_det.jsp?cat_id=3810
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