Recruitment and Retention
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.
Recognize those forces driving nurses out in order to retain them, as burnout from the pandemic and big bonus offers from other providers continue to siphon top staff, including those in high-demand roles that are becoming more difficult to fill.
A testimonial — even a short, informal one — can go a long way toward helping people make decisions on your business.The same can be true for recruitment.
Conflict resolution in the workplace can be broken down into steps to simplify the process. By doing so, HR and managers can ensure more effective communication and a more effective conflict resolution process.
The national average hourly rate for home health nurses was $35.20 in 2021, up 2.98% from the previous time period, according to the 2021-2022 Home Care Salary & Benefits Report.
One area in which your return on investment can be difficult to measure is recruitment. The process is often a murky one, with casual conversations that lead to hiring pipelines, and it isn’t always cut and dried.
Hybrid offices are here to stay, along with remote learning and meetings.
As agencies lean on recruitment bonuses to attract quality staff, you must consider the impact on overtime for non-exempt staff to avoid compliance risks.
Throughout the pandemic many agencies have had to turn down referrals because of staff shortages. “It’s become very difficult for agencies to find quality staff."


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