'It would be valuable for any business to get customers involved in recruitment and definitely benefits us in terms of great selection decisions,' says HR leader
Selecting the right candidates for Ryman’s retirement villages has taken on a unique dimension since the organisation introduced its Pioneers Wanted recruitment campaign.
This includes having residents themselves on the interview panels. It’s a formula not just appreciated by those living at the 38 villages, but also by the candidates themselves, who begin their new roles knowing they’ve undergone the scrutiny of those they’ll be working on behalf of, says Janine Lipsys, head of people and safety for Ryman Healthcare New Zealand.
“Our residents are the reason we’re here and they’re the chief beneficiaries of the hard work and commitment of our team members, so we thought why not use them to help us find the best future Rymanians?” says Lipsys.
“Our senior leaders know the amazing lives our residents have lived and the knowledge and experience they have. Our residents know first-hand what makes a great Rymanian – so it makes perfect sense to tap into this expertise.”
Recruitment technique evolved from employer brand redesign
The resident recruiters work with the operations leadership and recruitment manager. “They are very respected,” says Lipsys. “This isn't a gimmick, their insights and opinions are genuinely appreciated and taken into the mix.”
The idea came about after working with an advertising agency on the employer brand.
“The Pioneers Wanted campaign was the result, and when you're a pioneer, you're out there, leading and trying something different,” she says. “This fits well with that concept.”
Village managers, graduates and sales advisors are among those to be interviewed by residents so far at Ryman, which has just over 6000 employees in Aotearoa.
Resident recruiters play vital role in interviews
“Our resident recruiters have assisted in every village manager appointment since the idea was launched,” says Lipsys. “These are almost like the general manager for the village. They're a key role for us in terms of getting it right. They need to relate well to our residents, the next of kin, and obviously be a great leader for our team members.
“So it's an important appointment and one that our residents are well versed in because they know what great looks like.”
The resident recruiters have come from business backgrounds and have a good deal of professional experience from their careers, says Lipsys. They step in once the initial shortlisting of candidates is completed by the recruitment manager, or recruitment manager for operations, and work closely with them. They review the profiles of those shortlisted, undertake their own research on the candidates’ experience and are involved in briefings to help form and shape how the interview will run.
They then play a vital role participating in the final interview, helping with formulating and asking questions.
Initiative offers new dimension to recruitment process
“Their feedback is greatly appreciated by the rest of the panel in terms of assessing suitability,” says Lipsys. “They’re often also involved when the CEO meets the final candidate as well and have developed a trusted relationship, so when it’s time for the debrief after the interview, the CEO will often ask the resident recruiter for their opinion as the first input.”
One of the residents to get involved in this way lives in a Ryman village in Christchurch, the city where interviews for village managers usually take place. Resident recruiters are also all adept at interviewing via Zoom.
What they offer adds a new dimension to the recruitment process, says Lipsys.
“They bring that life experience and have worked in a variety of business backgrounds. They bring that insight of a life lived, and have interacted with a lot of people within their professional careers.”
Getting customers involved in recruiting
For the residents it’s a rewarding opportunity.
“They’ve told us how much they’ve valued being part of this and being part of something bigger and contributing in a really meaningful way. And the recruitment team value another perspective and insight to the procedure.
“I think it's a fantastic initiative. At Ryman, we're very connected to our purpose and ‘Good enough for mum and dad’ is something that everybody really relates to. I think this is just another way we can feel that real sense of connection to what we do and in how we do it. It would be valuable for any industry or business to get customers involved in recruitment and definitely benefits us in terms of great selection decisions.”