How to Get Caregivers – Not Just Leads in the Hiring Process

Caregiver applicant shaking hands with a potential employer
An abundance of applications is a great thing, but when it comes to how to get caregivers and not just applicants, there’s often more work that needs to be done.
You’ve put out a great job posting. Now the applications are rolling in. It seems like your work is done. But is it?

Getting a lot of applications from a job posting is great. There is an exciting possibility in knowing that there are many qualified candidates who are interested in working with your agency. However, even when there is an abundance of applicants, there is still work to be done to ensure that you don’t lose qualified caregivers in the hiring process.

Many caregivers continue to apply to jobs even after getting an offer. According to the Home Care Pulse Benchmarking Report, 67% of caregivers will leave an agency within a year of their hire date, and 57% will do so in their first 90 days. That means your agency has to start retention work immediately in order to get those caregivers to stay.

How to Create a Retention-Focused Hiring Process

It can be tempting to write off caregivers who quit within their first 90 days or who fail to even show up for their first day. However, this type of statistic could indicate an issue with your hiring process. Ask yourself the following questions about your recruitment and retention efforts to see if there is room for improvement.

Are you assuring applicants that they are right for the position? Stepping into a new role is intimidating for many candidates. If someone has been a professional caregiver before, this may not be much of an issue. For those new to the career though, some reassurance may be needed. Many people entering the caregiving field have cared for family members, but never in a professional setting. Others may have no significant care experience other than a desire to help others. These individuals may feel unprepared or not qualified to be a caregiver. Assuring new hires that you offer in-depth training and supervision can boost confidence and empower them to stay the course.

How well are you communicating after the offer of employment? One of the top grievances new hires have is the lack of communication following an offer. This is because too often employers don’t have a communication plan in place between hire and the employee’s first day. This gap leaves new hires with many unanswered questions. Who do they report to? What is the chain of command for questions? What do they need to bring to their first shift? Will training be provided before their first day or on the job? Check in with new hires before their first day and ask if they have any questions or if there is anything they need from you. Let them know that you are excited to have them on the team. This helps them feel supported and engaged with their new position.

Are you training early enough? Waiting too long to provide training is a recipe for unanswered questions and preventable mistakes. Additionally, knowing how to do the job properly builds confidence that is key to retention. Provide new hires training before their first shift to get them acquainted with the ins and outs of the job. Allow them to practice clocking in and out if possible. Provide insight into common caregiving scenarios. If you know which client they will be caring for, give them an overview of the client’s needs, personality, etc. Any information or training new hires receive before or shortly after their start date will set them up for success and create a sense of loyalty with your agency.

Are you checking in? It’s easy to send new hires out into the field and get distracted by the many other aspects of running your agency. Nevertheless, it is crucial to check in regularly with caregivers during their first 90 days to ensure retention. Set up regular check ins to make sure caregivers have an outlet for any questions or concerns that come up for them. This way problems can be addressed early before caregivers make the decision to resign.

From posting a new job to offering, caregiver retention efforts are an ongoing process, vital to the health of an agency. How to get caregivers and keep them? At CaregiverJobsInSanDiego.com we help home care agencies with the first step of this very important process – creating stellar job opportunities to attract and retain quality caregivers online.