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Problems Keeping Staff? Maybe Your Retention Efforts Are Just Fine But You Aren’t Getting The Right People To Board The Ship With You!

recruitment and retention

How many times have your recruited the “perfect” employee only to be doing it over again in 6 months. We are in challenging times in homecare recruitment and retention. You have steps in place for recruitment. The job is the same. Patient care is patient care regardless of the agency and Oasis exists regardless of what Medicare certified agency it is.  So, let’s take another look at how you recruit to make sure you can retain.

Considerations For Change In Hiring:

If you are able to hire staff, then you need to look internally as to the real reasons they leave. We are not talking about employees who leave for circumstances other than retirement, advancement, or relocation. We also don’t want to focus on staff that never stay long-term with employers. Let’s go through some items step-by-step to determine why you may not be hiring employees who stay.

  • Interview Process: We acknowledge in our industry that we have staff from many different generations. Although there needs to be an organized interview process, you need to make sure the person doing the interviewing can really find out the things you want to know about the applicant. Does the interviewer discuss your mission statement and its value within your agency? Do you do personality testing? Do you ask the same questions to the Baby Boomers as you do the Gen Y’s or Millennials? Better yet, Gen Z’s are in the workforce as teenagers and young adults now. Hearing the difference in how a Gen X and a Gen Z interpret the same situation is eye-opening. We may realize this in our day-to-day dealings with staff, but our interview process doesn’t capture it.
  • Employee Shadowing: There is less and less of this done today. Applicants don’t want to take the time to shadow what a day in the life looks like for someone in homecare unless they are being paid to do it. It is an invaluable tool that can weed out many employees that think homecare is easy work for clinical staff or administrative staff. We now seem to be in fight or flight mode and just need to get people hired. This is something to consider making a requirement for those who wish to come on board with your agency. Those who want to work for you will not hesitate to make the time for it.
  • Incentives: Make sure your incentives and bonus structures make sense. Over the years, so many applicants have openly stated they left previous jobs as soon as all the sign on bonuses were earned. It is literally a game of constantly moving to get the extra carrot. There is never really an investment in the organization.
  • Onboarding: Employees used to get thrown on their own and into call so quickly that they were unprepared for patient care. Then, our industry recognized employees needed more training. Here is the issue; many agencies have not found the happy medium. Now, employees are working 3-4 months before taking call and many quit when they realize they have to start into the call rotation. It has been really nice just making routine visits and going home at the end of the day. Waiting too long to get them independent is a mistake.
  • Operations: If you have employees that continue to leave because things aren’t organized or because of leadership issues, then you have to sincerely look at what you need to change.

At Kenyon Homecare Consulting, we work with agencies all over the United States and see the impact these items have on recruitment and retention. We see the trends within the agencies that continually struggle to keep staff. Make this part of your strategic plan and really decide what needs to change in your process to make sure you have the employees you want to have on your team. Call us today at 206-721-5091 or contact us online to see how we can help you!

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