How To Recruit Caregivers in 2024

STEP 1: Set yourself up for success

• Define your ideal candidate: Envision the perfect caregiver based on your top performers. From here, you can create a comprehensive profile that will help guide hiring decisions.

• Craft your unique employer brand: Develop a brand that resonates with your company values. It's been recently found that over half of employees would take a pay cut to work for a value-driven company.

• Decide on comprehensive compensation and benefits: Transparency is paramount, with over 70% of global employees favoring salary transparency, according to a report from Glassdoor. 

You can also check this link for a list of additional employee benefits to help stand out above the rest!

STEP 2: Opt for the best recruitment mediums

Navigating the recruitment landscape is like mastering a dance – you don't want to rely on just one move. It's the art of finding the perfect harmony between casting a wide net and cherry-picking the caregivers who'll stay for the long haul. Picture it as a dynamic mixtape:

• Harness the power of job boards: Indeed remains a top recruitment source with over 350 million monthly visitors. Ensure that you craft job postings that align with the comprehensive profile you've created to make the most of your applicants!

• Engage on social media: Facebook, with 1.93 billion daily users, is a goldmine for recruitment. Pro tip: engage in job search groups, create consistent ads, and leverage your company page for optimal results.

• Consider hosting virtual hiring events: Eradicate interview no-shows by embracing virtual hiring events. These events kickstart the application process, capitalizing on the enthusiasm for your agency while it's still vivid in prospective employees' minds.

• Attend in-person job fairs: Career fairs are a great place for job seekers as they offer a unique chance to showcase your agency to those actively seeking a position.

• Utilize an employee referral system: New employee sources from a current employee referral program have a lower attrition rate than any other applicant source. On top of that, a referral program can dramatically lower your cost per hire while also improving morale!

STEP 3: Craft and enhance your job listings to attract top talent

With millions of jobs posted every single day, it’s integral that you craft job postings that stand out from the rest! Things to consider:

• Appeal to candidate preferences: Stand out by putting the applicant in the spotlight - providing them with value from day one. Try including phrases like "qualified candidates can start tomorrow" in your job descriptions.

• Prioritize mobile accessibility: 50% of home care applicants use smartphones for job applications. Ensure mobile-friendly postings for maximum reach.

• Employ both paid and free job postings: Although they include costs, sponsored job postings are 4.5 times more likely to result in hires. Be sure to blend paid and free ads for a diversified reach.

• Ensure your application process doesn't require a treasure map: Complex application processes typically deter potential candidates. Use platforms like Indeed to collect applications directly or link to a straightforward careers page.

STEP 4: Prioritize caregivers in your hiring approach

• Streamline the hiring process: Prompt responses are vital, as most applicants choose the first job they're offered. Always ensure that correspondence with applicants is both prompt and consistent!

• Conduct insightful interviews: Craft questions about relevant past experiences, applicable skills, and hypothetical scenarios. Posing insightful questions like these will allow candidates to demonstrate their suitability rather than merely stating it.

• Set realistic expectations for this role: Avoid painting an idealized picture of the role. Be transparent about pay, benefits, hours, and challenges. It may deter some, but it's a two-way street- ensuring a better fit and saving resources.

STEP 5: Recruit and onboard with retention in mind

In the ever-changing world of homecare, it's no surprise that the 90-day countdown for retention begins the moment your new employee says yes to your offer. According to myCNAjobs, 67% of caregivers plan to bid farewell to their agency this year. What's more, a staggering 57% of those goodbyes happen in the crucial first 90 days!

Brace yourself- some caregivers might ghost you in their first scheduled day. It's a retention rollercoaster, and we've outlined steps below to help you navigate it:

• Ensure attendance starting from day 1: Losing caregivers before their first shift is unfortunately all too common. Many new employees bail in the first 90 days, and some never show up. The reason- doubt or quicker job offers. Provide a robust and comprehensive training program with a speedy onboarding process to ensure your new employees stick around!

• Enhance post-offer communication: Nurture open communication with new hires! Don't let radio silence set in after the offer letter. Give them a pre-shift call to express care, resolve concerns, and keep them engaged. It's a proactive step to ensure a positive start and identify potential issues early on.

• Provide support during the critical first 90 days: As your new hires dive into their routine, the initial excitement might wane. Help them bridge the gap by ensuring a robust orientation covering essential knowledge like care plans, safety procedures, scheduling, pay, and key contacts.