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  • Maggie Keen, VP of Strategic Initiatives at mycnajobs.com shares the 8 critical questions you need to answer for caregiver applicants. By structuring your on-site interviews around those 8 factors, you are more likely to get a positive outcome when you extend a job offer.
  • Caregiver retention is at a crisis point. Bad communication between the office and caregivers drives much of your turnover. In this insightful article, Anne-Lise Gere, SPHR addresses the main caregiver complaints and provide practical solutions to address them so you can improve caregiver turnover and save money on recruitment!
  • Caregiver mentoring is a great way to improve retention.

    In the face of rising turnover, home care agencies are implementing mentoring programs. Learn how home care agencies across the country have put this great concept into practice.

  • Learn how to create an Employee Value Proposition (EVP) built around 5 pillars.

    A strong EVP helps you not only recruit the best caregivers, but also keep them on the job for better client care. This will make your agency stand apart from your competitors. Learn how in this article.

  • Proper on-boarding is proven to significantly reduce turnover.

    If you want to reduce your sky-high caregiver turnover, it’s time to implement a program that will set your caregivers for success.

    There is more to on-boarding than Orientation. Have a solid plan in place to keep the caregivers you recruit. Learn how in this article.

  • One of the big selling points for both caregivers and clients is the careful matching of caregiver and client. 
  • Your mindset (and that of your staff) directly influences how recruitment happens and your results. Use promotional and marketing techniques to grow your pool of applicants. And more importantly, recruiters need to get out of their comfort zone. Learn how from this article written by Anne-Lise Gere, SPHR
  • A successful manager, Nicole Peretti of Hurricane Marketing Enterprises leads a dynamic team of office staff and supervise the work of many coaches. She shares her experience how to develop an A+ office team in home care. In this article, you will learn how to:
    • Establish clear roles and responsibilities
    • Ensure the work gets done no matter what happens
    • Create a highly productive team.
  • Mentoring is key to improve caregiver retention. In this article, Anne-Lise Gere, SPHR shares what she has learned from working with many agencies as they launch their mentoring program. Using a couple of case studies, you will learn how mentoring programs actually work.
  • Learn how a home care agency in Arizona innovates with caregiver retention. Get ready to tackle the caregiver retention with a novel approach.
  • Nicole Peretti is the Executive Director at Hurricane Marketing Enterprises (HME) the sales and marketing firm based in New Jersey. In this article, she shares her recipe for a mission-driven staff.
  • Wondering what makes a successful recruiter? Included in this article are seven characteristics you want to look for when hiring your next recruiting person.
  • A successful manager, Nicole Peretti of Hurricane Marketing shares her tips for staff retention and employee recognition. Learn about her daily stand-up meeting. See how it drives office productivity and job satisfaction. Read about it in this article and learn how to can implement those in your business too!
  • By nurturing a relationship with reputable professional training schools, home care agencies can receive a steady stream of quality applicants. Learn more here.
  • The answer I get from most struggling agencies is often the same: agency owners who want ideas to improve caregiver recruitment. They hope to find a silver bullet to remedy the lack of candidates. Not because they believe in silver bullets, but because they don't want to do anything different.
  • Newsletters are a simple tool to appeal to employees, even millennials.

    However, few agencies have an employee newsletter. Learn the recipe for success developed by Leigh Davis. He shares his agency’s newsletter engages caregiver and learn how to apply these tactics yourself.

  • Large home health agencies take caregiver recruitment seriously. The Talent Manager at Alliance Home Health in Michigan is dedicated to caregiver recruitment. Learn her “secret sauce” to get more applicants in the community. Understand how an employee referral program and partnership with CNA schools can provide you with new hires every week.
  • In an “applicant-driven” job market, caregivers can choose between multiple jobs. More than ever, it’s critical to focus on recruitment marketing to attract more caregivers.

    Beyond creating compelling job ads, this article focuses on the use data to improve recruitment: how to evaluate each recruitment channel, measure quality and ROI of your efforts. We also touch on the value of sharing employee success stories as part of recruitment marketing.

  • Learn how a large Home Health agency (400+ home health aides) streamlined its caregiver selection, introduced mentoring selection and improved its retention of caregivers.
  • What Does Caregiver-Centric Culture Look Like? Learn from the successes of a Touching Hearts franchise and begin implementing now. See how you can create a caregiver-centric culture with better communication with the staff. Improve the expertise of your caregivers by tweaking your in-service training. Discover how a workforce utilization survey will help you get more out of your existing workforce. It’s like recruiting more caregivers except you don’t have to interview!
  • Create a successful caregiver Recruitment plan using a multi-prong approach:

    1. Digital advertising – Improve the impact of your online job posting
    2. Face to Face advertising – How to leverage the community events your agency attends to benefit recruitment too!
    3. Peer to peer advertising – Your employee are your ambassadors and your best advertising. Reward them with a referral bonus and a plan that words for the long run.
    4. Find the PCA class / CNA training schools in your area and partner with them.

    Use this checklist to identify what your agency is already doing and how to improve on its execution. Consider adding a few new recruitment activities to attract more caregivers.

  • This bundle includes:

    [CHECKLIST] Create a Mission-Driven Team

    Every agency is driven by a strong sense of mission. Create or update yours. The mission only comes alive when it is expressed through your staff. See how you can implement (or re-launch) your mission with those key employees. THIS IS AN EXCLUSIVE CHECKLIST FOR THIS BUNDLE, not available anywhere else!

    [Webinar] Save real $$ in home care. Start caregiver mentoring

    Learn how to implement a caregiver mentoring program for your agency.

    [Checklist] Start Your Caregiver Mentoring Program

    Are you struggling with caregiver turnover? Are you losing caregivers faster than you can recruit? It’s time to act. It’s time to start your mentoring program! Mentoring is a unique way to invest in caregivers. It supports and encourages them to stay with your agency by developing:
    • An early bond between caregivers and your agency
    • Skills so caregivers feel more confident in their ability to do a good job
    • Problem solving and resilience
    This checklist contains over 50 different ideas and tips to launch a mentoring program that will work for your agency. Don’t start a mentoring program without this checklist!
  • Train your staff with an exclusive  2-hour webinar led by Anne-Lise Gere, SPHR. Note: the webinar can accommodate multiple locations. What is covered during your session:
    • How to structure a successful mentoring program?
    • Identify your best mentors?
    • Role & responsibilities of a caregiver mentor and agency management
    We will also practice important skills to successful mentoring:
    • Listening
    • Feedback
    • Mentoring phone calls
  • This bundle includes:

    ebook: Seven Ways to Recruit & Retain Millennial Caregivers

    [Webinar] Learn how you can have the most thorough interview a candidate will ever experience:

    Have you ever wondered why a candidate who sounded so competent in the interview turned out to be a terrible employee? Good interviews REALLY make a difference. It’s the difference between a hiring mistake and a great employee. Learn how you can have the most thorough interview a candidate will ever experience. Watch this webinar to learn techniques and how to prepare to make the most of your interviews.  Learn these simple techniques and preparation tips to make the most of your interview time. Discover how to turn on-site interviews into powerful selling tools to get the best candidates to accept YOUR job offer.

    [Checklist] Attract More Applicants – The Ultimate Checklist

    Create a successful caregiver Recruitment plan using a multi-prong approach: Digital advertising – Improve the impact of your online job posting Face to Face advertising – How to leverage the community events your agency attends to benefit recruitment too! Peer to peer advertising – Your employee are your ambassadors and your best advertising. Reward them with a referral bonus and a plan that words for the long run. Find the PCA class / CNA training schools in your area and partner with them. Use this checklist to identify what your agency is already doing and how to improve on its execution. Consider adding a few new recruitment activities to attract more caregivers.  
  • Mentoring is a unique way to invest in caregivers. It supports and encourages caregivers to stay with your agency by developing:
    • An early bond between caregivers and your agency
    • Skills so caregivers feel more confident in their ability to do a good job
    • Problem solving and resilience
  • I share experiences gleaned from the frontline of caregiver recruitment. Like you, these recruiters and agency owners struggle to hire caregivers. However, they do not accept the status quo. They try different approaches, tweak their process and measure their results for continuous improvement.
  • Driving productivity in the office requires a few simple techniques implemented consistently. Learn how to structure your regular touch points with staff, get more done and have happier employees with:

    • Daily stand-up meeting
    • Weekly individual review
    • Quarterly management review
  • If your turnover rate is more than 30%, you have a serious problem. This is costing you thousands of dollars every time you lose an employee. Crush caregiver turnover. Improve employee retention. Create an Employee Value Proposition based on Opportunities, People, Organization, Work and Reward. Choose from dozens of tips and techniques to create a plan that works for your agency!
  • [Webinar] Your Office Team – Why it Matters and How to Upscale in 2018

    Caregivers are the lifeblood of your agency. The office staff is its backbone. Too often, we fail to grasp the impact the office team has on client satisfaction, caregiver recruitment and retention. Because they set the tone for your agency, your office staff determine its trajectory, either towards growth or stagnation. Find out how to get on track during this lively webinar. We discuss:
    • Recruitment – Staffing for success
    • Creating a culture of accountability
    • Managing performance
    • Keep the best when you find them

    [Webinar] Learn how you can have the most thorough interview a candidate will ever experience

    Have you ever wondered why a candidate who sounded so competent in the interview turned out to be a terrible employee?
    Good interviews REALLY make a difference. It’s the difference between a hiring mistake and a great employee.
    Learn how you can have the most thorough interview a candidate will ever experience. 
    Watch this webinar to learn techniques and how to prepare to make the most of your interviews & learn simple techniques and preparation tips to make the most of your interview time. Discover how to turn on-site interviews into powerful selling tools to get the best candidates to accept YOUR job offer.

    [Checklist] Create A Mission-Driven Team Checklist

    [Checklist] Create A Productive Team

    Driving productivity in the office requires a few simple techniques implemented consistently. Learn how structure your regular touch points with staff, get more done and have happier employees with:
    • Daily stand-up meeting
    • Weekly individual review
    • Quarterly management review

    [Checklist] Recognition for Office Staff

    In addition to the recognition activities you are doing across your agency, consider putting in place a specific recognition program for your office staff with professional development and individualized actions based on the Five Languages of Appreciation. It works!
  • Office Staff set the tone for your agency. Getting this right will set your agency on the path for growth.
    Here’s how it works:
    1.     We provide you with the job ad to help you get the word out in your community. Anne-Lise will and help you identify the candidates who best match your needs.
    2.     As the business owner, you conduct the initial screening of resumes you receive using our resume screening tool.
    3.     You interview with each candidate using our interview guide and select the top three.
    4.     Anne-Lise will interview each candidate on the phone, send you a summary of the interviews and work with you to make an offer to the best candidate.
  • Everything you need to create and update your job descriptions

    Content of the Toolkit:

    1. Writing effective job descriptions
    2. What each section of a job description means
    3. Position analysis questionnaire
    4. Pre-interview instructions (optional)
    5. Example – Job description for Administrative Assistant

    Bonus Webinar – 6 pro tips to turn job descriptions into valuable management tool ($37 value)

  • Think of on-site interviews more like a discovery tour rather than a tired, obligatory step with paperwork and interviews. Learn five tips that will make your agency stand apart when brining prospective employees into your walls for interviews and a discovery tour.
  • In addition to the recognition activities you are doing across your agency, consider putting in place a specific recognition program for your office staff with professional development and individualized actions based on the Five Languages of Appreciation. It works!