The overall mission of the I/DD industry, providing support and care to individuals with intellectual developmental disabilities, is without question an extremely rewarding one. For those with a caregiver mindset and a passion for helping others, it’s a perfect fit. However, many providers are still struggling with a growing workforce shortage and creating a steady pipeline of DSP candidates to support the growing demand for services.
While some may argue that the industry’s struggle to provide competitive wages are largely to blame for these issues, others argue that wages aren’t everything, particularly for the growing number of millennials and Gen Zers now in the workforce. These generations make up a little more than 1/3 of the workforce and are known for valuing purpose over paycheck. The same can be said for many recent retirees who are looking for a more rewarding path as they enter the next stage of their life.
Because of this, it’s vital that I/DD providers keep their mission front and center as they look to boost their recruitment efforts.
What Is A Mission Statement?
At a high level, your mission statement should define who your organization is, its core values and how you differentiate yourself from the competition. While these statements are brief—generally about a sentence in length—they should serve as a guiding principle for your entire organization and a constant reminder of what you stand for.
Crafting a mission statement should include input from employees at all levels, including executive leadership, management and even your DSPs.
And keep in mind, your mission statement shouldn’t be a “one-and-done” event. It should be ever-evolving, much like your organization.
Putting Your Mission Statement To Work
Many people think of a mission statement simply as something you place on the About Us section of your website, and nothing more. But in reality, it’s the roadmap for how you treat your employees and, most importantly, your clients.
In other words, don’t just think of your mission statement as a sentence—think about how you can bring that mission to life through your various initiatives and programs. Then be sure to highlight these throughout the recruitment process. It’s these unique initiatives and views that will resonate with candidates, allowing them to feel like they are joining a truly special organization.
Additionally, your mission statement can help guide both organization KPIs, as well as individual goals at all levels—including those of your DSPs.
Using Your Mission To Attract New Candidates
Be sure to highlight your mission and core values throughout your career portal and on each individual job posting. Additionally, provide a brief description of how each position you’re hiring for fits into that mission.
A talent acquisition software like OnShift Employ allows you to set up a branded career portal right on your website so you can ensure every position posted is a true reflection of your brand and mission.
For example, in a job posting for a DSP, you may describe this role as being at the heart of your organization, helping to make a daily impact on the lives of others.
Your mission can also help you define your ideal job candidate. What words in your mission statement also describe someone who would be the best fit for your organization? Passionate, caring, and dependable may be some words that come to mind.
These descriptions should be brief and help potential applicants answer the question: Does this sound like me? This can be far more impactful in attracting the highest quality candidates than just a list of duties and qualifications.
Promoting Your Mission Throughout The Candidate Lifecycle
Your mission statement should be felt throughout the entire hiring journey. When an application is submitted, make sure your follow up incorporates a tone that fits your overall brand and mission. Make it feel unique to your organization and not just a standard “thanks for your application.”
OnShift Employ makes it easy for I/DD providers to create customized communications that can be automatically triggered based on the stage of the application.
Once you’ve found a good fit, think about how you can incorporate your mission into your interview questions. Doing so will again not only make candidates feel as though they are joining something special but allow you to better assess who is a fit and who isn’t, helping you avoid a potential bad hire.
Creating structured interviews within your talent acquisition software can ensure that every candidate is asked the same questions and evaluated equally to help you make the most informed hiring decisions.
Finally, be sure to reinforce how each candidate's potential role helps to fulfill your organization;s mission and what special perks and programs, such as flexible scheduling, rewards programs and daily pay, you offer employees to ensure they also feel supported by that mission. Again, while a mission is about your organization, it should really reflect your dedication to both your clients and those who serve them.
Make sure you have the right technology in place to support both your hiring efforts and your mission. Learn how OnShift’s human capital management platform can help you better hire, manage and retain your workforce.