Whether you provide personal care services to the elderly, those with chronic health conditions, or to those with intellectual or developmental disabilities (I/DD), chances are your agency has struggled with the shortage of caregivers and direct support professionals. According to the ANCOR State of America’s Direct Support Workforce Crisis 2024 survey, of the community providers who responded to the survey: 90% experienced moderate or severe staffing challenges in the past year, 69% reported turning away new referrals, and 39% were discontinuing programs/services. Many providers find themselves in a difficult position, and it isn’t their fault. Underfunded Medicaid home and community-based services (HCBS) have resulted in low reimbursement rates that make it difficult to offer competitive pay and benefits. That is why it is more important than ever for providers to be intentional when hiring. With the right hiring and retention strategies, it is possible to build a team that will stand the test of time.
With the caregiver shortage in full effect, it may be tempting to hire the first person who walks through your door, but making hiring decisions with care is essential. Many caregivers view their work as a career choice driven by a desire to make a meaningful difference in the lives of others. These mission-driven individuals are ideal hires. Here are some hiring tips to help you find the right fit:
Hire for Values, Not Just Skills: While technical skills are important, many can be taught, whereas soft skills like empathy, patience, and a strong sense of purpose often cannot. When interviewing candidates, ask questions that provide insight into these qualities.
Structured Interview Process: Use scenario-based questions, behavioral questions, and role-playing exercises to evaluate both hard and soft skills.
Utilize Technology in Recruitment: Managing the recruitment process can be time-consuming and overwhelming. Tools like Bolt’s Caregiver Applicant Tracking System simplify the process by allowing candidates to apply online and complete application packets remotely via mobile phone or computer.
Investing in training is one of the best ways to build a confident and capable team of caregivers.
Initial Onboarding: Ensure new hires are fully prepared with comprehensive onboarding that covers both company policies and essential caregiving skills.
Ongoing Education: Show caregivers they’re valued by offering regular training opportunities. Utilize tools like the HHAeXchange mobile app with access to integrated eLearning solutions and automatically notify caregivers of upcoming requirement deadlines.
Specialized Training: Certifications in areas like dementia care or stress management help caregivers expand their skill sets and feel empowered in their roles. This not only allows your business to serve a broader client base but also offers career laddering opportunities that incentivize your caregivers to stay with your company.
A supportive and positive workplace culture is key to retaining caregivers.
Culture of Appreciation: Recognize hard work with programs like Employee of the Month or a caregiver rewards program.
Feedback Mechanisms: Encourage open communication through regular check-ins or anonymous surveys. Just remember that if you ask for feedback, you must be ready to take action and implement changes.
Support Systems: Provide access to mental health resources and peer support groups to address caregiver burnout.
Caregivers who feel connected to their peers and supported by their organization are more likely to stay. According to one study, “socially supportive colleagues; well-functioning teams with open communication, collaboration, and cooperation; and access to responsive leadership with low management turnover all contributed to positive workplace relationships and retention.” Consider implementing the following:
Team Building: Host team events or create mentorship programs to foster camaraderie and support.
Empower Caregivers: Involve caregivers in decision-making to build trust and loyalty.
According to the 2024 HHAeXchange Homecare Insights Survey, 91% of caregivers stated that the relationships they form with the people they care for increase their job satisfaction. Additionally, 60% of caregivers said making a positive impact on their clients’ health and well-being is their biggest motivator. Establishing and strengthening the bonds between caregivers and their clients can be a huge factor in whether your direct support professionals stay with your company long term. Here is what you can do to encourage relationship building:
Give Caregivers the Same Clients: It may not always be possible to keep the same caregiver with the same client, but strive for consistent caregiver-client matching to build familiarity and trust over time.
Use Matching Software: By using a caregiver-patient matching tool that automatically pairs caregivers and clients based on preferences such as gender, allergies, distance, and skill sets, both the caregiver and the client will feel more comfortable.
Technology can alleviate the administrative burden on caregivers, allowing them to focus more on client care.
Streamline Scheduling: Tools like HHAeXchange simplify scheduling to ensure fair and balanced workloads.
Simplify Administrative Work: Streamlining the process for visit notes, accepting new cases, and making clocking in/out simple helps caregivers spend less time on administrative tasks and more time with clients.
Ensure Electronic Visit Verification (EVV) Compliance: EVV tools ensure caregivers are properly credited for their work and provide peace of mind.
Leadership plays a critical role in fostering a workplace caregivers want to be a part of. Don’t forget, your company culture starts with you!
Effective Leadership: Leaders should inspire trust and confidence by actively supporting their teams. That means recognizing when they need more training, stepping in when there is conflict, and listening when they provide feedback.
Transparent Communication: Keep caregivers informed about company goals, changes, and challenges to build a sense of inclusion.
The key to building a dedicated team of caregivers lies in intentional hiring, thoughtful leadership, and ongoing support. By implementing these strategies, agencies can overcome staffing challenges and create a workplace that caregivers are proud to be a part of.
Ready to take your retention strategies to the next level? Explore tools like HHAeXchange’s caregiver management solutions to simplify onboarding, training, and day-to-day operations.
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