Employee Retention Incentivize Caregivers to refer a ......4. Little or no training 5. Lack of recognition 6. Lack of expectations with first client 7. Lack of client compatibility

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Employee Retention and RecruitingIncentivize Caregivers to refer a Caregiver

Turn Every Employee Into Your Best Recruiter. 800-604-0360 www.retinent.com

Eric OlsenCo-Founder; Retinent


“You can’t expect people to be committed, to be loyal to an

organization, to be engaged in an organization, [or] to want to stay in an

organization if the company doesn’t care about them.”

-Aaron MarcumHome Care Pulse


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Agenda:1. Why Do Employees Leave2. The Cost of Turnover3. Why Is Employee Retention Important4. Why Do Employees Stay5. What Do Employees Want6. How Do You Find Out What Employees Want7. You As A Leader8. How Do You Recruit Top Talent


Why do employees leave?


Top Reasons Employees Leave1. Poor communication2. Hours and scheduling3. Pay and benefits4. Little or no training5. Lack of recognition6. Lack of expectations with first client7. Lack of client compatibility8. Rude office staff9. Lack of openness to ideas or feedback10. Commute or travel

* Aaron M arcum CEO Home Care Pulse 2018 Interview Home Health Care News


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Other reasons employees leave• Limited career growth or opportunity• Lack of respect for supervisor• Higher compensation• Felt their job duties were unchallenging• Felt their supervisor lacked leadership skills• For better work hours


What is the Real Reason?-Limitations• There is no incentive for employees to explain why they are actually

leaving their job.• Employees want to leave their job and have that boss as a good

reference.• Few exit surveys have been done.

*W elch 2016


The Cost of Turnover• Employee Morale• Company Culture• Level of Care Provided• Increased Training Time• Cost of Training• Downtime for Employees• Unfilled Shifts• Lost Revenue

In 2016, approximately 70% of surveyed HR administrators cited skilled staff shortages as one of the top three threats to the future growth of their business.


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New Employees• Employees who have worked with an organization for six or fewer

months are the ones most likely to leave the company.• Those with one to two years’ experience are the next most likely to

leave.(Ortega, 2006)


Why is employee retention important?


Employee Retention

• Employees are the heart and soul of an organization (Ortega, 2016).

• Employee turnover is costly for an organization (Mitchell, Holtom, Lee, Sablynski & Erez, 2016)

• Finding suitable replacements for key employees is difficult (Waschek, Esfeld & Werner, 2017)

• Low employee turnover leads to outstanding performance of an organization (Buildings, 2015).


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Why do employees stay?


Top Reasons Employees Stay

•Have a good connection with their boss•Workplace is a team oriented environment•Want to contribute, feel wanted•Workplace is a “climate for learning characterized by trust

and openness”• Feel supported• Can balance work and life• Fair Compensation • Employee Referral Program


What do employees want?

Turn Every Employee Into Your Best Recruiter. www.retinent.com

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The Secrets of Employee Retention

• Equity and job security• Employees want to be treated fairly and, just as importantly, compensated

fairly.• Companies must demonstrate more than the minimum obligations to

people.

• Communication• Individuals want to understand management’s expectations so they have a

clear idea of how their work will be judged.• It is important to set measurable goals and evaluate an employee’s

performance.



• Pride and teamwork• Employees want to feel good about their jobs, have a sense of achievement,

and be proud of their accomplishments.• Individuals should be properly trained and provided with adequate materials

and equipment to complete their jobs successfully.• Employees want to work with teammates who are as enthusiastic and

competent as they are.• Failure to address problem employees communicates to team members that

management view substandard performance as acceptable.



• Fun• While it’s important that attempts at creating a fun work environment don’t

disrupt the overall productivity of employees, making the job enjoyable is beneficial.• By never taking time to celebrate, employees are more likely to experience

elevated stress and burn-out.


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• Recognition• “People want to do good work and they want to be recognized for it,” says

Larry Johnson, president, Johnson Training Group.

• Johnson recommends that recognition be significant, specific and sincere.• For example, telling an employee “you’re great” isn’t nearly as meaningful as saying that

his/her innovative ideas and work to satisfy a particular tenant or to keep a specific project on budget was terrific.

• Fair Compensation in the marketplace. In terms of compensation, home care agencies should strive to be in the top 25% of the industry’s employers, Marcum said. “Do your best as far as pay”


How do you find out if your employees are happy?


Ask!• Assure subordinates that they are free to express their opinions

without fear of negative repercussions.• Consider seeking the services of a third party to survey staff.• Be prepared to share the survey findings and a plan of action with

the team.• If you can determine why employees are not happy, it’s likely you can

prevent them from leaving by changing practices, culture, and sometimes even your management style.


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You-As A Leader


“What sets the best companies apart, however, is how such practices are delivered, to what degree they build relationships, and to what degree they foster trust-the cornerstone of great workplace cultures.”Hal Adler on workplace benefitsTaken from the Best Companies to Work For


Four Characteristics of Leaders“Key Leader Characteristics” by Hal Adler

• (1)They have open channels of communication that lead to collaboration and inclusion• These leaders are open with information, interested in learning what employees

think, and incorporate their ideas into doing business. • These leaders not only inform people about issues affecting them but involve

them in decisions.


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For Characteristics of Leaders“Key Leader Characteristics” by Hal Adler

• (2)They move beyond the status quo.• These leader take bold action in support of their people, raising the benchmark.



• (3)They are very selective about what to measure and why.• Great leaders know what makes their unique culture tick and measure

accordingly.• A clear and accurate understanding of their culture allows them to choose and

reward measures selectively.



• (4)They are passionate about values and culture.• Values are tied to success and measures, and the leaders are very familiar with

the values. Their vigor for values and culture is contagious.


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How Do You Recruit Top Talent?


• 10. CareerBuilder.com• 9. Social Media• 8. Job Fairs• 7. Newspaper Classified Ads• 6. Your Own Website• 5. Word of Mouth/Reputation• 4. myCNAjobs.com• 3. Craigslist.com• 2. Indeed.com• 1. Current Employee Referrals

Top Ten Ways To Recruit


• 10. CareerBuilder.com. CareerBuilder.com is a top job search site that provides listings for you to reach the right candidates. It’s a little more expensive than some other third-party websites (typically $375 for a monthly posting), but many employers value it for its resume database and extensive support resources.• 9. Social Media. Social media is an exceptionally cheap avenue to find

caregivers. If you already run social media as part of your marketing, it’s easy to insert occasional posts about looking for new caregivers with links for them to apply. You can even ask current caregivers to share the post, which significantly increases the number of potential new caregivers you can reach.• 8. Job Fairs. Job fairs are an effective way to quickly meet many

candidates in person. This can result in a quicker hiring process and faster decision-making. While many cities regularly organize career fairs, you can also organize your own career fair on a smaller scale

Top Ten Ways To Recruit (10-8)


https://www.homecarepulse.com/articles/6-social-media-tips-every-home-care-owner-should-know/

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• 7. Newspaper Classified Ads. Newspapers may be declining in readership overall, but their classified ads are still an effective way to reach out to new potential candidates.• 6. Your Own Website. Keeping your website up to date is critical. A

strong website with good search engine optimization will help prospective caregivers find you easily through Internet searches and gives you an advantage over competing postings.• 5. Word of Mouth/Reputation. It’s interesting that even in the digital

age, your mere reputation can be a better source of new caregivers than your website or social media. Establishing your agency as a trusted employer is a simple and foundational way to facilitate a future pipeline of caregivers.• 4. myCNAjobs.com. Not only does offer its own listings for you to reach

new caregivers, but because it is focused on senior care it is able to offer specific resources for home care agencies such as helping set up recruiting events.



• 3. Craigslist.com. Craigslist is cheaper than many other third-party websites. Its popularity also brings greater reach and a higher number of responses than many other sources. • 2. Indeed.com. The fact that four of the top ten sources are third-party

websites shows the need to throw your online net as wide as possible so that potential caregivers using various resources and different websites can find you.• 1. Current Employee Referrals: Current employee referrals

overwhelmingly take first place as the top source of recruitment for leading providers. While nearly all agencies rely on this method to some degree, those that see the most success from it are those that make it an organized, deliberate, and continual effort. What does this mean? One way is to implement an employee referral program. This keeps your staff informed of needs, tracks referrals, and gives incentives to the referring employees. Beginning your referral program could be the single biggest step you take toward recruiting more caregivers.



In 2012, only 9.2% noted that employee referrals were their top recruitment source, but in 2013, that number rose to 17.9%. Referrals from your current experienced caregivers can be your greatest resource for finding new, qualified employees. If caregivers are satisfied with their jobs, they are more likely to recommend employment to their family and friends. And, in the long run, caregivers are even happier when they have good relationships with their co-workers. It’s a win-win situation for your business.

Employee Referral Programs

* Aaron M arcum CEO Home Care Pulse


https://www.homecarepulse.com/articles/how-website-maintenance-affects-online-home-care-marketing/

https://www.bestofhomecare.com/employer-of-choice/

https://www.homecarepulse.com/articles/how-to-create-a-successful-employee-referral-program/

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Benefit From Your Caregivers’ Large Network of Friends and Family• Think of the number of employee referrals you could get from your

current caregivers. How many friends and family members could they recommend for employment? “A conservative estimate among social scientists is that most people have about 300 friends and acquaintances. Those three hundred people each know three hundred people for a total of 90,000 people who are friends of friends of employees,” says the Society for Human Resource Management (SHRM)



Receive Qualified Candidates• With an employee referral program that offers incentives, your

caregivers won’t just spread the word about a job opening, they will also work hard to refer only the best future employees to your company. “Candidates recommended by employees tend to be better qualified than others,” explains Anrea Poe for SHRM. “That’s because employees pre-screen candidates, saving HR professionals time and money. Plus, employees bring an extra level of expertise to the recruitment process that recruiting firms cannot. They give candidates the low-down on the company culture — both the good and the bad — so new recruits come in with eyes wide open.”• Resource Management (SHRM)



Reduce Caregiver Turnover• The SHRM points out that companies who encourage employee referrals

notice an increase in employee retention by 25%. Employees are happier when working with friends, and they’re more likely to assist with orienting and training the new caregivers they’ve referred, offering advice on all aspects of the job.



http://www.shrm.org/research/surveyfindings/documents/employee%20referral%20programs.pdf

http://www.shrm.org/research/surveyfindings/documents/employee%20referral%20programs.pdf

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Create a Formal Referral Program• With employee referrals being so beneficial to your business, don’t just

leave the referral process up to chance. Aaron Marcum, CEO of Home Care Pulse and former owner of a successful home care business suggests creating a formal, organized employee referral program, where you encourage and reward caregivers for referrals. Put the program in writing and spread the word!

Home Care Pulse found that 46% of home care businesses surveyed last year offered a $26 to $50 cash bonus for each referral. And 29% of them offered a $51 to $100 cash bonus per referral. Consider the cost of recruiting caregivers, the value of high-quality referrals, and your hiring budget, and offer an incentive that works for your business and is high enough to motivate employees. 2018



Create a Formal Referral Program• With employee referrals being so beneficial to your business, don’t just

leave the referral process up to chance. Aaron Marcum, CEO of Home Care Pulse and former owner of a successful home care business suggests creating a formal, organized employee referral program, where you encourage and reward caregivers for referrals. Put the program in writing and spread the word!

Home Care Pulse found that 46% of home care businesses surveyed last year offered a $26 to $50 cash bonus for each referral. And 29% of them offered a $51 to $100 cash bonus per referral. Consider the cost of recruiting caregivers, the value of high-quality referrals, and your hiring budget, and offer an incentive that works for your business and is high enough to motivate employees. 2018




Questions?

“Our Retention Rate Improvedfrom 47% to 72%”

“Our retention rate improved from 47% to 72% – or another way to look at this is by our turnover rate went from 53% to 28%. During this time

period over 20% of our hires came directly from Retinent.—Erin Ditto, Cypress HomeCare

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Employee Retention Incentivize Caregivers to refer a ......4. Little or no training 5. Lack of recognition 6. Lack of expectations with first client 7. Lack of client compatibility