Don’t settle for a poor hire because you’re in a hurry
If the bullet points above sound like no-brainers, it’s because they are; however, it’s still surprising how often home care agency owners—and other business owners—settle for a poor hire for the sake of time.
While it’s true that a vacant role can leave you in a tough spot, it’s always better to do what it takes to hire the right person, rather than rush to fill the seat with someone who could cause you headaches for months.
When it comes to hiring someone you don’t have confidence in because you’re in a hurry, take some advice from Nike (with a little bit of a spin): Just don’t do it.
Have an incentive-based compensation plan for them—and advertise it!
We’ve discussed in past articles how your office staff should all be incentivized based on quantifiable performance metrics. Even if it’s something small (like buying free lunch for your staff after a certain amount of days with no caregiver no-shows), it’s a good idea to mention that you have this type of incentive in your posting.
There’s a simple reason why this is effective: advertising extra benefits for those who perform well attracts go-getters to your job posting. The greater your reward for those who go above and beyond, the more you’ll draw them to your company.
Have your other staff members help interview new team members
At Home Care Pulse, anytime we hire someone on to our admin team, we always invite them to a team interview with multiple members of the team they’ll be working on. While this is a fairly common practice in larger companies, very few small businesses have adopted it.
All too often, someone is a great technical fit (meaning they’re capable of doing the job well), but a poor culture fit (meaning they don’t work well with the rest of your team).
While it’s natural for people to butt heads occasionally, at the end of the day you need someone who fits in with your team so that they can all work more effectively. This becomes exponentially more important if they’re in a management position.
Inviting other members of your team to join in the interview will not only help you get more perspectives of the person; it’ll give you insight into how well they’ll work together. You may even consider having them meet your team in a more casual setting, like a lunch.
Pay more—and have confidence that the money will come back to you in other ways
We’ve talked about this a lot lately. Pay your staff more than most competing businesses, and you’ll attract some of the best people.
Is this easier said than done? Of course. Margins are thin and money doesn’t grow on trees. However, it’s important to recognize that a little more money spent on attracting and keeping the right staff will come back to you as your business grows more quickly, clients and caregivers stay with your agency longer, and work gets done more efficiently.
For a look at what other agencies in the industry are paying their staff, check out this article.