• 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
  • 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.

  • 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.
  • 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.
  • 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.
  • Learn how a large Home Health agency (400+ home health aides) streamlined its caregiver selection, introduced mentoring selection and improved its retention of caregivers.
  • 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.
  • 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.
  • 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.

  • By nurturing a relationship with reputable professional training schools, home care agencies can receive a steady stream of quality applicants. Learn more here.
  • Wondering what makes a successful recruiter? Included in this article are seven characteristics you want to look for when hiring your next recruiting person.
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