Recruitment and Retention
Home care wages have changed over the last few years.
Employers need to pull out all the stops to attract top talent and retain their employees and this includes prioritizing new and sought-after benefits.
There is no shortage of studies illuminating the unpredictable nature of the workforce today. From spikes in resignations last year to widespread employee demand for continued remote work options post-pandemic, the future of work is no longer a phenomenon we “expect” to happen — it’s here.
Staff shortages has remained a top concern for home health agencies throughout the pandemic, but as agencies look to recruit and retain the best staff, one aspect of recruitment is often left unchecked: the hiring process.
Employees today are less interested in office pool tables and popcorn machines and more concerned about working for employers that can add value to their career.
Recognize that your nurses and other key staff members are getting attractive offers from other employers — often unsolicited — including some with big bonuses and other perks.
Few workplaces provide help with managing other forms of debt. Workplaces providing limited help to workers dealing with unsecured debt represent a missed opportunity for these employers.
A new survey underscores the importance of stronger orientation programs, regular training and education, mentorship, flexible schedules and financial incentives as some of the most effective worker engagement and retention strategies to help combat overwhelming staff shortages throughout the industry.
Staff shortages have followed many health care organizations into the new year and are likely to persist in the coming months. If your organization is experiencing a crunch, it may be time to abandon strategies from the past and look for new ideas to attract and retain staff members.
As the economy continues to fluctuate and the workforce’s demands shift and change, the problem many companies are facing — too many open positions but not enough employees — continues. However, that doesn’t mean you should lower your recruiting standards.


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