Let's Talk Recruitment v Retention

Episode Transcript

Speaker 1 (00:00):
Us. All right, let's take a look here, all right,

(01:39):
So welcome back everybody. This is my attempt number two
at doing this live video. I did try to do
this yesterday, so I do apologize for that. And you know,
the whole thing is I have it's major technical difficulties.

(02:02):
And then in the middle of it, I did receive
a phone call. So it's it's what it is, and
we are here today. So let's talk about recruitment and retention.
What is the difference and what are a couple of
things that you can do to improve all of this.
So let let's see, all right. So first of all,

(02:26):
what is recruitment. Recruitment is the process that we go
through to get new employees, all right. And in senior
care this is a big issue for some because of
all the stuff that's going on now, all right. We
have a lot a lot of problems where we have
issues with We have a lot of issues with you know,

(02:52):
what's going on with the stimulus, with the unemployment, with
all of this stuff that's happening right now, you know,
and and you know how to deal with it. This
is what's becoming a problem, all right. So here, if
you go to thebrionasgroup dot com slash blog. We actually

(03:13):
have some tips that you can do to improve your
ad structure on caregiver recruitment and on how to use
social proof and reviews and things of that nature to
improve your recruitment effort. And we have another article about,
you know, the effects of everything that's going on now

(03:35):
with the push for fifteen and with you know, I mean,
let's get away from politics. I don't care what your
political beliefs are. I mean, I have mine, you have yours.
We may have the same ones, we may have very
different ones. That's irrelevant. What matters is that at the
end of the day, there is a push for rising wages,
There is a push for you know what we're what

(04:01):
we're dealing with with this unemployment. Some states are eliminating it,
some states want to keep it going, some want more.
So there's there's a lot of different things going on
right now as we speak. So what what does this
mean to us? Well, first, as I said, there's there's

(04:21):
a lot of stuff going going right now that it's
just overall not not great. Okay, it's really it's just
not great, all right, Not great for the home care business,
not great in general. So let's talk recruitment now. Is
your problem really a recruitment issue? That's that's another one

(04:45):
that we have to look at. What's really going on.
I think that and I've said this many times. If
you've been following me for any length of time, or
if you've gone through or if you've read any of
it they said, you guys will know. I am not
the biggest fan of calling it a recruitment problem. I

(05:07):
do believe sincerely that what you have is a retention problem.
All right, So what's the difference. Well, recruitment is where
we're talking about bringing new employees in. Well, retention is
taking your existing pool of employees and keeping them longer.

(05:31):
If you're keeping employees longer, that means you're doing something
to keep them happy, to keep them engaged, that you
are satisfying their needs not just for income, but for
that feeling of belonging, for that feeling of being valued,
that they feel as if they are part of the group, dynamic,
part of the family. I hate that's big air quotes there,

(05:54):
because I really am not a big fan of you know,
of really of just a lot of this stuff when
it comes to, you know, calling it family. I mean
there some people might be family, and if you literally
are treating people like family, that's great. But to me,
I look at it as the same way of when

(06:15):
people talk about going above and beyond, don't don't tell me,
show me, all right, show me what you're doing with that.
If people don't understand how you're making them feel like family,
how they're being valued as an employee, and that you're
really looking out for their best interests, then you're not
doing much of anything. And that's what all of this
stuff comes in, you know, the social proof, the effects

(06:36):
of you know, the better wages, everything else. Let me
tell you just from my own experience here, the fact
is that if you have if you have employees that
are happy, they won't leave even for more money. I

(06:58):
know that for a fact that I've been in this
business for a long time, and I'm going to tell
you honestly, one I have had employees that I have
paid less than an agencies and kept them because they
just felt comfortable working with us. So part of some
of the good things about a retention program, all right.

(07:18):
And by the way, one of that's one of the
things we're talking about in our upcoming home care one
oh one. If you're interested in the management piece, this
is what one of the things we're going to be discussing.
We're actually going to be going over there. It is
you know, how to do create a caregiver retention program

(07:43):
that works all right? You know, low cost, high return.
That that's one of the things, like one of the tips,
and this is one of the things we're going to
go into detail during that during that class, you know,
homecare one oh one. The if you're taking the business
development piece, it's four ninety nine. If you're doing the

(08:04):
management piece, it's also four ninety nine. But if you
want to do both, you save one hundred and fifty bucks,
all right, because both of them, you know, it's at
eight forty nine, and that's a huge savings right there.
So I mean, if you've already taken the business development

(08:25):
one O one and you want to take the home
care management one o one, shoot me an email and
you know, I'll see about working something out with you
then so that way you're not paying the full price
because you you know, so we can work it out
to where you get a deal. As a matter of fact,
if you're an old student of the business development one

(08:45):
o one, Shoot me an email, tell me you're interested
in the home care management one oh one, and I'll
just knock one hundred bucks off of it. All right,
This way you get value out of it. But if
you're new to it, my suggestion is take both. Take
them both at the same time. I'm you know, one
of the things that that we do there, it's all
right here. This is one of the bonus things. All

(09:09):
the sessions that I do in training, they're recorded, so
you don't really miss out on anything and you have
access to the system for a very long time. All right.
You also get one on one coaching session with me
if you get one for each class. So if that
means you get two hours of one on one coaching
with me if you take both, you know, and that's

(09:32):
that's a value in and of itself. But we can
talk about that another time. So here's a tip. Here's
a one of the things we're going to talk about,
and that's how to value your employees. Inexpensive way to
do this, and it's actually free, to be honest with you,
and that is setting up an email campaign, a trip campaign.

(09:55):
If you get all your caregivers email addresses when they
sign up, you can put them on for newsletters. So
if you're basically it's like this, if you're recognizing and
honoring the caregivers that are doing a good job for you,
and you're making it public. It's an old concept from
when I was in the army, all right. You know,

(10:15):
you praise in public and you punish in private. So
if they're screwing up, you keep that quiet, keep it
to yourself, all right, But if they're doing a great
job for you, you need to shout it from the rooftops,
all right, send that email out. Make sure everybody knows
that people are being recognized. And this is part of
the strategy. You do it every every month, go through Hey,

(10:36):
you know, congratulations. The following caregivers didn't have any call outs,
The following caregivers didn't have any latenesses. The following caregivers,
you guys are doing an amazing job. Thank you so much.
Recognize them every month. And there's more of the strategy
to that, and you can learn all about it in

(10:57):
the homecare management one oh one. But just that one
simple thing, just recognizing which ones are doing a good
job will increase the likelihood of them not only staying
with you longer. And listen, the average caregiver that that
isn't happy will only work for you for about three clients,

(11:19):
and so you're looking at it this way. Three clients.
Average client will bring in about eleven twelve thousand dollars
during the lifespan of the client. Again, it might be more,
might be less. We're talking about averages here, so that
means you're generating about thirty three thousand dollars per caregivers.
So if you can improve your retention rate, you're really
improving your revenue overall. Right, And if that caregiver is

(11:44):
happy and feels valued and is getting the hours they need,
and you're satisfying the need that they want to stay
working with you, they're also it's a small community. They'll
tell other caregivers, and these other caregivers will come and
want to work for you. So, and this has always
been my point. A good retention strategy will eliminate your

(12:08):
concerns about recruitment. And that's the difference. You want to
bring them in. But bringing them in, I'll tell you
it's actually relatively easy. If everybody else is paying twelve
bucks an hour in your area, pay fifteen and you'll
get them in the door. Is that a sustainable plan?
Not the best? I mean, it's going to affect your

(12:28):
margins and it's going to force you to increase pricing.
And if you're in medicaid, that's even worse because now
you might even end up at a loss per case
just to get them in the door. But if you
have a great retention policy, that means you have great
employee satisfaction, which will automatically grow your employee pool. When

(12:52):
people are happy, other people see it and they will
actually come and look for you instead of you look
for them. All right, So thanks again. If you're watching
the replay of this and aren't watching it live, just
read the description box below and there will be link
in there for the registration. It's Briona's Group, Thebrionisgroup dot

(13:16):
com slash school dash registration and you can sign up
for our Homecare one oh one complete course or you
can just take the Business Development one o one or
Home Care Management one oh one. And we're going to
be talking about a lot of great stuff with this
with these courses, and one of the big things is
going to be the learn the home care Basics of

(13:40):
operations management recruitment and most importantly, how to create a
low cost, high return retention PROS program along amongst other stuff.
I mean, there's just a lot of different things. We're
going to talk about custom program creation and a whole other,
whole lot of other stuff. So so thanks a lot,

(14:01):
and we look forward to not only continuing to work
with you guys, but we also look forward to seeing
you at the course. And the registration is still open.
That class begins on June first. All right, there's two
sessions in the day. Don't miss out because I'm only

(14:23):
taking twenty five people per session, all right, and that
means so if you signed up for both, that means
you take up a spot in each. So thank you,
We look forward to seeing you guys, and we'll talk
to you guys soon. Have a great one.