5 Strategies for Attracting Talent to Your Funeral Home
Finding quality staff is a common challenge faced by funeral home owners today. With younger generations reluctant to work nights and weekends and compensation ranges not keeping pace with other industries, attracting high-quality talent has become increasingly difficult.
The NewBridge Group has a deep respect for the industry that is not your typical “9 to 5” job and where going above and beyond is more common than not. This article presents five effective strategies to help funeral home owners and directors overcome this challenge and build a strong team.
Craft a Comprehensive Job Description
A solid job description is the foundation for attracting the right candidates. Take the time to define the responsibilities clearly and list any required skills and desired characteristics for the position. Learn from the successes and failures of past hires to identify the traits that contribute to high performance. Additionally, research salary ranges using reputable sources like the National Funeral Directors Association and consider offering competitive compensation packages to attract top-tier candidates.
Implement a Diverse Range of Recruiting Methods
To maximize the pool of potential candidates, utilize various recruitment channels. In addition to traditional job-posting sites Indeed, LinkedIn, and CareerBuilder, consider leveraging word-of-mouth referrals from current employees.
In 2021, the Funeral Service Foundation and ICCFA created a recruitment campaign, Journey to Serve, to highlight the unique skillsets that military veterans bring to the workforce. Funeral home owners have access to a free toolkit that allows them and their staff to better communicate and recruit veterans, including customizable marketing materials.
If time or resources are limited, partnering with a staffing or recruiting firm can streamline the search process and ensure access to a broader talent pool.
Prioritize Company Culture
Company culture plays a crucial role in hiring decisions. Assess whether candidates align with your funeral home’s culture, encompassing shared goals, values, and attitudes. Involve current employees in the interviewing process to gain valuable insights on cultural fit. Include relevant interview questions that shed light on the candidate’s ideal work environment and their perceptions of effective management. Consider utilizing personality tests, like CliftonStrengths, as additional tools to evaluate cultural compatibility.
Create an Exceptional Workplace
To attract top talent, make your funeral home a special place to work. Express appreciation for your employees’ contributions and recognize the unique purpose that comes with serving in the funeral service industry. Get creative with employee benefits, offering flexible work models, work-life balance options, and self-care perks that appeal to younger workers. Investing in up-to-date technology can also enhance efficiency and attract quality talent who value technological advancements.
Seek Passion and Enthusiasm
Passion and enthusiasm are vital qualities to look for in potential hires. Identify candidates who exhibit a genuine interest in their work, continuously seek personal and professional growth, and demonstrate a strong work ethic. During the interview, ask questions that gauge their dedication to improving their craft. Soft skills like emotional intelligence and effective communication are just as necessary as technical abilities.
Conclusion
Despite the challenges of finding quality talent in the funeral industry, thoughtful strategies can help funeral home owners attract the best candidates. Funeral homes can increase their chances of finding and retaining top-tier talent by crafting comprehensive job descriptions, diversifying recruitment methods, prioritizing company culture, creating an exceptional workplace, and seeking passionate individuals. Investing time and effort into the hiring process will pay off in the long run, ensuring a skilled and dedicated team that serves families with compassion and professionalism.