As part of the 2016 Home Care Benchmarking Study, home care providers rated caregiver shortages as this year’s top threat to the home care industry. In the face of these current and looming shortages, providers are hard-pressed to refine their recruitment methods in order to attract job candidates. Competition for caregivers is fierce, and providers who want to stand out need to know why caregivers choose them as employers. As part of Home Care Pulse’s monthly satisfaction interviews with hundreds of caregivers interviewers ask “Why did you choose to work for this agency over others?” These are caregivers most common responses:
Good Working Environment and Benefits
According to the 2016 Home Care Benchmarking Study, 67.9% of home care providers offer caregiver benefits of some kind, and those providers who offer benefits have an advantage when it comes to attracting new caregivers. When caregivers have the option between a provider that offers benefits and one that doesn’t, the choice seems obvious. However, providers who do not currently offer benefit packages or are not able to can appeal to caregivers by demonstrating that they provide an engaging and supportive workplace.
Working Schedule Met Lifestyle
Though most scheduling is done through scheduling software, your staff can still personalize caregivers’ schedules to meet their needs. Every caregiver has obligations outside of work, and many people choose to work as caregivers because of the flexibility it offers. If you offer flexible work schedules, be sure to highlight that in your marketing and as you speak with potential candidates.
Company Has Good Reputation
According to the benchmarking study, caregivers recruited through word of mouth, or reputation, had a low turnover rate of only 43.7%. A good reputation not only draws in more clients, it also draws in quality employees who stick around long term. But a good reputation is not built by chance. It’s built through calculated and deliberate efforts to improve. If you don’t have a well-established reputation, begin to build one by proving your quality of care and workplace. Take advantage of a satisfaction management program to measure your performance and increase caregiver satisfaction in verifiable ways. When you can tell caregivers that you rank 9/10 in caregiver satisfaction in various categories or that you’re a Best of Home Care Employer of Choice, they’ll actively seek employment with your office.
Company Was Recommended to Them
According to the 2016 study, employee referrals ranked #3 among the top caregiver recruitment sources in 2015. Receiving employee referrals from your current caregivers is a two-part process. First, create a workplace worth recommending by monitoring caregiver satisfaction and taking action to improve. Second, organize an employee referral program to begin asking for and incentivizing your caregivers to tell their friends, family, and past colleagues.
First Job Applied For
At first glance “first job applied for” doesn’t seem to say much about a given provider, however, this category does suggest that those providers who can get their job ads to caregivers first will be more likely to get the hire. To ensure that your job ads reach caregivers first, evaluate the regularity of your job posts to stay at the top of internet job boards. You should also consider creating a referral program which ensures a personal and direct contact with potential applicants.
Caregivers want an employer they can respect and who respects them in return. As you adjust your marketing and employee services to meet caregivers’ needs, you’ll have an advantage over your competition and not only hire quality caregivers but also keep them.
Gain important insights into the home care industry. Purchase your own copy of the 2016 Home Care Benchmarking Study.
For specific feedback and detailed insights into caregiver satisfaction at your home care company, request a free consultation about our Satisfaction Management Program.