How to Avoid Losing Clients to Senior Living

Did you know that 66% of seniors who planned on moving to senior living in 2020 were skeptical of moving due to COVID-19? The decisions behind those moves are difficult to predict if you are not directly involved in the process.

In home care, it’s hard to anticipate when your clients might move. Other than when you are informed of their relocation, you generally don’t know they were even looking. When your revenue is at risk, it’s a challenge to shuffle caregivers onto other shifts without interrupting their schedules.

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How to Create the Best Possible Experience for Your Home Care Clients

As we are all seeing, home care is becoming increasingly client-centric. Pandemic or otherwise.

And there is a rising swell of clients who seek such care, in countries around the world.

Competition for their attention, and the ability to attract and retain caregivers, is higher than ever. Meanwhile, fee-for-service is giving way to value-based purchasing, meaning the outcomes of care – not just the delivery of care – really matter.

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6 Recruitment Strategies, Every Home Care Agency Owner Needs to Compete in a Competitive Job Market

I remember when I tried to wing my grandpa’s famous Norwegian Krumkake recipe. Growing up, I had seen my mom make them dozens of times, so I relied on my memory for the recipe.

In the process, I forgot multiple ingredients, couldn’t remember the measurements of others, and ended up improvising the tools and length needed to bake them. I was left with a very vague resemblance to the traditional cookie that no one wanted to try and would certainly make my ancestors roll over in their grave.

Needless to say, I’ll be baking with the family recipe book open from now on.
Like baking, successful recruitment requires following a strategy with precise measurements in order to create an irresistible employment opportunity that everyone wants a piece of.

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6 Interview Strategies for Hiring the Best Long-Term Caregivers

According to the 2021 Annual Benchmarking Study, while 47% of all interviewees were hired as caregivers, turnover rate remained at 65%. A new hire may give your agency a quick win, but it’s clear the existing interview process isn’t identifying dependable, long-term caregivers, and it’s hurting your business. It is costing your agency an average of $2,600 per caregiver—and the headache of replacing over half your employees each year.

Why are good quality applicants making it past the interview but not past one year of employment?

74% of employers believe their biggest recruiting challenge is the lack of qualified candidates to choose from, but 31.4% of workers in the U.S. voluntarily left their job from September 2020 to September 2021. Qualified candidates are ready and available; you just need to know your audience.

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5 Signs the Time to Hire a Recruiter for Your Home Care Agency was Yesterday

Being a home care agency owner comes with many titles: Business owner. Manager. Accountant. Administrative assistant…and many more. But here’s why “Recruiter” may not need to be in your job description anymore.

The average agency will hire around 81 caregivers this year, but our research shows that 65% of them will quit by the end of the year. At $2,600 per caregiver, that’s means it will cost your agency approximately $136,890 in annual caregiver turnover costs to replace them!

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The 5 Most Successful Caregiver Retention Solutions

Hundreds of home care insiders responded to the poll, sharing their experiences, bringing clarity to some common assumptions, and revealing surprising trends in the process. Here’s what they had to say.

Ongoing Caregiver Retention Challenges
To discuss the solutions, it’s first necessary to understand the main challenges facing individual agencies. Respondents were asked to select the top 3-4 pain points that impact caregiver retention at their agency.
After calculating the results, the top 5 pain points that continue to be most impactful for agency owners are:

Rising Wages in Competing Sectors, COVID-19, Caregiver Burnout, Lack of Quality Shifts/Lack of Consistent Shifts, Too Much Travel for Shifts…

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