Recruitment and Retention
Social media is a fantastic mechanism for celebrating your company culture and explaining to followers, and potential candidates, what it is that you do, the people who work in your team and what makes your brand special.
Company culture is something that can be adjusted and transformed. In fact, it doesn’t always require massive change.
As the world continues to reunite, we are all different then we once were. We now have different needs and priorities, and employees have come to learn it’s OK to openly share them in the workplace — especially when it comes to mental health.
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.


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