Recruitment & Retention Trends

We talk a lot on this blog about evaluating other competitors in your market (see Recruiting Caregivers: #1 Strategy to Learn What Your Competitors are Offering, for example) and how those competitors affect home care recruitment. Fast food and retail are examples we often use of outside competitors to keep an eye on. For many agencies there’s another big competitor lurking in the shadows, and they’re targeting your Caregivers. The newest research shows 10% of Caregivers have worked for or interviewed at Amazon.

Home care agencies are gearing up for the increased Caregiver Recruitment competition nationwide, and a major area of improvement is Caregiver and CNA training. With 44% of workers citing a lack of training as a reason they left their last job, revamped programs are a necessity not only for recruiting Caregivers, but for retaining them as well.

Recruiting Caregivers and CNAs is more about pay and benefits than ever before. With so many companies looking to hire a limited workforce, those with the most attractive offers are winning out. Many agencies are improving their current offering, but are unsure where to make investments to bring the most bang for their buck. We asked Caregivers and CNAs which benefits were most important to them in a head-to-head matchup so you can make smarter decisions about where to place your dollar to improve your Caregiver recruitment. First up on the Battle of the Benefits - a higher wage vs. health insurance.

We’re midway through January and the number one question we’re hearing is “what should I do to ramp caregiver recruitment in 2018?” This is the year of getting competitive. However, your investment to get competitive should be centered around your current position in the local market and your business strategy. In an analysis of thousands of companies, we’ve built five classifications from the perspective of a Caregiver to help executives determine where they fit and may be headed (this is an excerpt from It’s Time To Compete White Paper)

If you have had a discussion about Caregiver and CNA recruiting lately, the topic of pay has likely come up. Across the country, home care recruiting has become a competition for top talent, and offering competitive pay is a necessity to survive. In a recent post Caregiver Recruitment: The Importance of Tracking Caregiver and CNA Pay we talked about how pay has risen across the country, but what are Caregivers looking to make in your state? We’ve compiled a list of state averages for both certified and uncertified Caregivers - an invaluable piece of data for any agency currently hiring Caregivers.

The interview is a pivotal piece of the Caregiver recruitment process. It not only helps agencies understand if a candidate is a good fit, but it also helps Caregivers understand if that particular agency will be right for them. In our previous post Recruiting Caregivers: How To Make 87% Of Interviewees More Interested In Working For You we looked at what to do during an interview. The latest research in home care recruitment shows it’s also important to consider the frame of the interview itself - namely the length. 14% of Caregivers report not being interested in working for a company if they feel the interview is too short or too long.

In CNA and Caregiver recruitment, pay has always been an important part of the equation. It’s unrealistic to expect widespread interest from Caregivers if your pay is below that of your competitors. Tracking down what others in your market are offering and what Caregivers near you are looking to make has long been a challenge for agencies hiring CNAs and Caregivers. And while the importance of pay can’t be overstated when recruiting Caregivers, neither can the importance of proper data on pay.

At myCNAjobs we work with thousands of companies in the space to overcome the challenges of Caregiver recruitment. This gives our staff a unique vantage point to the industry. With this front row seat we’re able to see what’s going on across the country in home care recruitment. We can see who’s winning, who’s not - and most importantly - why?

2018 is here and the year of competition for home care recruitment is upon us. Home care agencies across the country are re-examining their employment offering to attract more candidates and hire Caregivers and CNAs more effectively. The latest research on job search for Caregivers highlights the necessity for a revamped employment package. Did you know 30% of Caregivers search for jobs while at work? Let’s break down this stat into the two usual departments: Caregiver recruitment and Caregiver retention.

When working with home care agencies across the country to improve Caregiver recruitment, one of the common struggles we hear is “I can’t keep enough caregivers on staff to fill cases.” It should come as no surprise that many Caregivers are actively interviewing with other companies. The latest research shows 32% of Caregivers interview at another company every month. This piece of data is worrisome for home care providers. How can you keep your turnover low when over a third of your workforce is shopping for new positions? How can you use this information to your advantage when recruiting Caregivers and CNAs?