As baby boomers age, more and more people will need health services, and some will choose to seek these services from the comforts of their own home. As this generation continues to reach retirement age, the need for home care services will only increase. The high demand for home care services means greater demand for talented employees to fill home care jobs. Home care organizations committed to high patient satisfaction levels have found that the war for talent has become an on-going challenge.
Patient satisfaction is one of the benchmarks of organizational success within a healthcare organization. The better care you provide, the more satisfied your patients will be. This in turn leads to fewer readmissions to a hospital setting and a more positive experience overall. Providing quality care at home could potentially give providers more opportunities to satisfy their patients and the chance to improve their referral rates. The backbone of any great healthcare organization is the staff’s interactions with patients on a daily basis. Their attitudes, demeanor, and communication skills determine whether or not a patient feels valued, cared for, and satisfied. Many home care organizations have found that improving the hiring process is important when it comes to finding the right people to provide care for their patients.
Here are three ways a home care organization can enhance their recruitment process:
1. Make sure your application process is quick and efficient
Infinity Homecare has taken strides to make their hiring process more efficient because of the challenges home care faces when it comes to hiring talent. Jim Krienen, Recruitment Manager at Infinity Homecare, notes: “Finding quality therapy candidates who are interested in joining in a regular full-time capacity has really put a strain on home care organizations.” When advertising for these positions, rapid onboarding is critical to hiring the best candidates. The most highly qualified employees often choose between several competing offers, and if you have major delays in the hiring process you might lose out on the best applicants. Applicant tracking software improves the recruitment process by helping recruiters and hiring managers sort through applications quickly to identify candidates who may be the best fit and by helping home care organizations rapidly complete new hire paperwork so they can focus on the more important aspects of onboarding.
2. Don’t make onboarding all about paperwork
Creating an ideal reception into home health care in the first 48 hours after the patient is discharged from the hospital, a post-acute care setting, or a rehabilitation facility is critical. Improper care during this critical time can lead to readmissions. Well, this is a good analogy for new employees joining your home care organization; a poor first 48 hours can lead to new hire turnover. Since new hire turnover can be an issue for home care, think of the first few weeks as part of the recruitment process.
As such, onboarding should be more than a “paperwork party.” Consider devoting a full 48 hours to your orientation so that the entire process doesn’t just consist of paperwork. Have current employees tell success stories, go through the cultural benefits of the workplace, and remind new hires of any fun events or reward programs you offer. Review your mission, vision and values, and explain how the goals of each department impact the entire organization. Don’t just use these selling points during the interview, make sure new employees are extra motivated from day one.
3. Use recruitment metrics
Every business model relies on data metrics and analysis to improve existing processes. As the home care industry moves away from the mom-and-pop business model into a more formal business culture, we will see more and more sophisticated data collection and reporting software options. Jim Krienen believes that “as larger organizations play a bigger role in the industry, you’ll really see a level of sophistication that will continue to drive the business, not just in talent acquisition, but across the entire spectrum of the industry around all kinds of technology opportunities that previously were not available.” Currently, even with just the addition of onboarding software, Jim expects to start running reporting modules on the cost of each hire and the time it takes to fill a vacant position. For a home care organization that onboards as many as 35 employees each month, this data will provide a foundation for making even more changes to improve the hiring process.
Hiring the best people is the best way to provide quality care and improve patient satisfaction. Utilizing applicant tracking software, focusing on new hire retention, and harnessing high-level process reporting helps you improve your hiring by taking a more strategic approach to the recruitment process.
Are you interested in learning how leading healthcare organizations are using behavioral-based assessments to recruit and retain top healthcare talent?
Download our white paper, Identifying Today’s High Performers and Developing Tomorrow’s Leaders: Leveraging Behavioral Assessments for Healthcare Talent Management, to learn how you can revolutionize the way you attract, assess, select, and develop your employees.