VALUES AND BEHAVIOURAL ASSESSMENTS LET YOU LOOK BEHIND THE MASK

Make informed decisions - before you hire, develop or promote

We all have different abilities, attitudes, values and personalities. Ensuring the applicants you interview are "fit for purpose" for the care sector is a critical component of reducing employee turnover, selecting top performers and reduce risk to clients. 

Effectively screened applicants are more reliable, stay with you longer and are more productive. 

Using pre-employment screening has proven results:

• Improve the quality of applicants you interview
• Reduce time sifting through resumes
• Reduce the time-to-hire
• Reduce costs-per-hire
• Reduce recruitment risk
• Reduce care risk
• Reduce employee turnover
• Increase performance
• Empower hiring managers
• Increase consistency of the hiring process across multiple sites

"A bad hire can cost the organisation 20% of that employee's annual salary. On average that is $13,000 for a Registered Nurse"

"Focusing on work experience and education alone during the recruitment process cannot provide a complete picture"

"People are often hired for what they know, but fired for who they are"

Why our clients choose Care Advantage

Christine Spears

Talent Acquisition Manager | BaptistCare NSW/ACT

​"The job fit element (fit for the care sector) is paramount to us. The reports provide us with really good information about the candidate before we make any hiring decisions. We also know where to dig deeper at interview.

Nine months into using the Care Advantage Screening tool we have seen a large reduction in recruitment time and a higher number of quality candidates"

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Julie Shearman

Director People, Culture & Engagement | Presbyterian Aged Care

"We have been using Care Advantage for more than five months now, in the early stages of our recruitment process, to identify/assess shortlisted applicants. We use it as a quality matching tool.

We are already seeing positive results at Presbyterian Aged Care, with data that shows significant improvements in staff retention rates and tenure, combined with anecdotal feedback from managers on the improved quality of applicants and new employees.

​We will continue to use Care Advantage. It shows real value, contributes positively to our process, and it adds more depth to our overall recruitment and selection."

Read full testimonial

Learn more about the benefits of Care Advantage, have a look at our other customer testimonials and case studies.

Care Advantage is easy-to-use, cloud-based and affordable

KEY FEATURES

Easily rank your applicants

Identify and dig deeper into areas of concern

Screen at the top of the funnel

Affordable pricing options

With targeted behavioural based interview questions

All assessments and reports included

Visual and concise reports

Over 40 Care and related benchmarks available

On-going, supportive client relationship

Short assessments (6-10 min each)

Use for selection, on-boarding, development and engagement

Best-practice proven assessments

KEY OPTIONS

Fully branded with your logo and colours

Create your own benchmark

Different levels of integration available

Easily set up for centralised or decentralised recruitment

HOW MUCH DOES YOUR STAFF TURN OVER COST YOUR BUSINESS?

Many studies have looked at the real cost of staff turnover and each has their own findings on average costs. We like to use the rule of thumb of the cost of replacing an employee to be roughly 20% of that employee's annual salary. This include both direct and indirect costs. 

Calculate my cost of staff turnover

Direct costs of staff turnover are the costs related to separation, recruitment, training, on-boarding and worker injuries.

Indirect costs of staff turnover are found in loss of productivity, reduced service quality, lost clients and revenue, disruption for colleagues, deterioration of company culture etc.