• 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
  • 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.

  • 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.
  • 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.
  • 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 and caregiver training 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!
  • Learn how a large Home Health agency (400+ home health aides) streamlined its caregiver selection, introduced mentoring selection and improved its retention of caregivers.
  • One of the big selling points for both caregivers and clients is the careful matching of caregiver and client. 
  • 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 home care agency in Arizona innovates with caregiver retention. Get ready to tackle the caregiver retention with a novel approach.
  • 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.
Go to Top