September 3, 2022 • 54 mins
We are back on our regular schedule for Facebook Live Sessions. We will be live every Saturday at 9:30 AM EST in our Facebook Group (link below). This session we answered questions about caregivers, recruitment and retention, and home care marketing as well as taking view questions.
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00:00 Start
04:09 Should I charge caregivers for scrubs?
13:03 How can I get caregivers to show up to interviews?
26:09 I am just starting out without a lot of money, how should I start marketing?
45:05 Live Viewer Questions
Sign up with EZactis (Background Checks)
https://clients.ezactis.com/register/bcg
Website:
https://www.thebrionesgroup.com
https://www.linkedin.com/company/thebrionesgroup/
Join our Facebook Group
https://www.facebook.com/groups/homecareaccelerator
Rapid Pay USA
https://rapidpayusa.com/BCG
00:00 Start
04:09 Should I charge caregivers for scrubs?
13:03 How can I get caregivers to show up to interviews?
26:09 I am just starting out without a lot of money, how should I start marketing?
45:05 Live Viewer Questions
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:26):
All right, good morning, Good morning everyone. Okay, so let's
take a look here. Now, it's been a little while
since we have done one of these Facebook live segments.
And for those of you who are joining us for
the first time, yeah, or maybe you just we haven't
(00:50):
done these in a few weeks. Let me just fill
you in a little bit. So my name is Julio Brionees,
and you know, I am the CEO and senior home
care business strategist for Beyonna's Consulting Group. All right, and
the you know, we were doing these every pretty regularly,
(01:15):
every Saturday morning at nine thirty. Sometimes I'm a few
minutes late, sometimes a few minutes early, but right around
nine thirty in the morning every Saturday. That's nine thirty
am Eastern Standard time. And we had taken a pause
for a couple of weeks because we recently relocated the
business to Indiana from New Jersey. So, you know, thanks
(01:38):
to everyone who has patiently waited for us, and for again,
for those of you who are new, you know, this
is a live recording. Okay, So if you're watching us
on Facebook in the group and it is Saturday morning
at nine thirty, you know, thanks for joining us. And
you're watching us live. If you are watching this after
(02:02):
that time, you're watching a replay. This does get shared
on our YouTube channel and it gets shared on various
other platforms and groups and everything else as YouTube video afterwards.
So if you are watching this on YouTube, you know,
show some support, give us some love, you know, give
(02:23):
us a big thumbs up, and don't forget to subscribe
to the channel. So again for the format for these
Saturday morning sessions is really simple. Anyone who's watching us live,
you can submit a question and will answer them as
they pop up anyone. If we don't get a lot
(02:44):
of people showing up, because I mean, we haven't done
these in a while, so I'm not expecting a whole lot.
But if we don't, we have people submit questions. You
can put it into the common section on the post.
You can put it into the section on the YouTube
channel right onto the video, and we monitor this all
(03:05):
the time and we happily answer all of your questions.
If your question is good enough, you'll get highlighted as
you guys are going to see here and you will,
you know, and again, if it's a question that enough
people are asking, we you might even do an impromptu
session some other time during the week. But that's how
(03:25):
this goes. And you know, we're just moving along, getting established.
And if you are in the Indiana Indianapolis specifically area,
you know, stop by, give us a shout say hello.
Our office information is on our website. All right, so
let's go ahead and get started. If you know, whoever
(03:46):
is joining us live, you know, give us a high
say it was common below, Say good morning. You know,
we always like to get some feedback, right, and we're
going to go ahead and get started with the first question.
All right, So someone asked submitted a question to us
(04:07):
over our break. You know, should I charge caregivers for scrubs? Well,
you know, this is actually a question I get asked
a lot, especially with newer agencies, because you know, the
thing is everybody wants their caregivers to be professional, and
you know, I think that is fantastic, and you know
(04:27):
you should in order if you want to be a
run of the mill, average competitor agency, knock yourself out.
Let your caregivers dress however they want. It doesn't it
doesn't affect what you're going to charge. This if your
Medicaid agency, Medicaid is still going to pay you. If
you are a private pay agency and you're just in
the middle of the pack, you know, maybe a little
(04:48):
bit on the lower end of the billing rate, it's
not really going to affect you. But I do say
if you want to stand out and you want to
be that agency that people are comfortable calling, thaties are
okay with your caregivers coming into the facility, you know,
you want to make sure that you have scrubs, even
if you're not going to go the extra mile, which
(05:11):
I do believe that once you can afford it, you
can budget for it, have your logo embroidered onto the
scrub tops. You know. If you don't want to do
scrub tops, you can do a polo top. It really
depends on the environment that they're in. And my recommendation is,
you know, you it's one top for every two shifts.
(05:34):
So if you got a caregiver working for you five
days a week, you should give them two scrub tops.
Now to the crux of the question, should you charge
your caregivers for it? That really depends, Okay, if you
have a you know, and this is where it gets
a little bit complicated because we have a high turnaround
(05:58):
in the industry. So most home care agencies do not
have solid retention planning in place. All right, they have
some little things that they do to try to keep
a caregiver on. They'll they'll beg cajole, bribe, you know,
give give that sign on bonus, They'll they'll do a
number of little things to get them in the door.
(06:19):
But most agencies fail to understand that your your retention
planning actually starts before the interview, right when I've when
my caregiver submits an application to me. At that point,
I need to have methods in place that are designed
that through the interview process, scheduling the interview, you know,
(06:43):
getting them into the office that first time, after the interview,
all the way up to those first few cases. I
am trying to do everything I can to foster and
to show my company values and show my company culture
a right, and I want to make sure that that
caregiver understands very clearly that what we are in line with, okay,
(07:05):
because once they know what we're aligned with, they're they're
gonna make that decision faster. Depending on the circumstance, you
may want to start with something like a printed T
shirt instead of a scrub top, okay, and that you
can give them because if you lose it, you lost it. Okay.
Because here's here's the thing. Can you charge for them? Yes?
(07:28):
Should you charge for them? That depends on you know what,
what your circumstances are, you know, budgeting, how long you've
been in business. There's a lot of factors involved there.
But can you charge for them after they quit? That's
where it gets a little complicated, and that really depends
because here's here's a scenario. Let's say, just for argument's sake,
(07:50):
you are doing a scrub top that is costing you
twenty five dollars. Okay, Again, just for argument's sake, you
give to the caregiver. You make them sign a paper
that says, hey, you know, we'll give you the uniforms,
but on your first paycheck, we're going to deduct twenty
(08:10):
five dollars. You're not making any profit on it. You're
charging them exactly what it's costing you. The caregiver works
two hours at a rate of twelve dollars an hour.
That means you are paying them twenty four dollars, okay,
and they quit after two hours. They just walk out
on you. They quit can you deduct twenty five dollars
(08:32):
from their twenty four dollars paycheck? The short answer is no,
you know in most states, Again, please contact your labor consultant.
You're you know, somebody in HR, the state labor department,
somebody who's actually licensing, trained in or trained specifically for
your state. I am talking in very general and I
(08:55):
am in a very general manner, and this is not
and anyway, I'm not telling you who to hire, who
not to hire, how to hire them, or any other
legal advice. But generally speaking, that being said, Okay, generally speaking,
if you are back charging somebody and it creates a
(09:16):
situation where their pay is less than the state mandated
minimum wage, okay, you are in violation of some sort
of labor law. Again, in a very general sense, right,
and this could be a big problem. So, anybody who's
watching currently, give us the thumbs up if you are
(09:38):
familiar with the company seven to eleven, and let us
know if you've ever heard in the comments. If you're
watching the replan on YouTube, if you're watching us live,
give us the thumbs up. Are you familiar with the
company seven to eleven? All right, So a number of
years ago. I want to say it was like seven
eight years ago. My timing might be off. They they
(10:00):
got themselves into a little bit of trouble. They made
national attention that seven to eleven is a franchise and
some of the franchisees. I don't know all of the
exact circumstances, but the you know, in the short version
or the condensed version of this, to the best of
my recollection, is that one of their franchisees was also
(10:23):
renting living space to their employees, and because they were,
you know, they were co mingling both of these businesses.
What ended up happening is the employees were being paid
less than minimum wage. Even though all it was it's
no different than if they were to rent an apartment
(10:43):
from somewhere else. I mean, again, there's a lot more
complexity to it, and I'm not getting into all the
details on that. I'm not for Organs, nor do I
work for seven to eleven. But the point is that
that simple situation caused a big problem for that franchise,
and it caused a little bit of bad press for
seven to eleven as a whole, and they were able
(11:05):
to recover from it, so that that type of a
situation is something you want to avoid as a home
care owner, especially if you're newer, right, you really want
to avoid that. So can you Should you charge for
caregivers for scrubs? Yeah, go ahead, I know a lot
of agencies that do it. Just keep in mind that
(11:25):
you want to make sure that you either do some
sort of a trial period like meaning instead of a fancy,
nice looking scrub set, maybe you want to give them
just a T shirt for the probationary period until they've
accumulated enough hours that you know taking out the deduction
(11:47):
for the scrubs won't cause a problem for you. Or
maybe you want to have them pay for it upfront.
It's like, hey, listen, you pay for it up front.
It's a deposit. You know, after a certain amount of
days you get the money better, or if you do leave,
as long as you bring the scrubs back, you get
the money back. Something like that. You know, something that
(12:07):
makes it equitable, something that makes it less problematic for you.
And if you are, whether you're going to charge directly,
pre charge or take some sort of a deposit, make
sure that you have a policy on uniforms clearly available
for them and that you included in their employee handbook
when they signed for it. If you are an existing
(12:29):
business and you're going to implement this, make sure that
you are diligent about getting every single current active employee
you're the new policy and have them signed saying something
saying they received it. Save yourself a headache. It's always
better to be overprepared than underprepared. All right, So let's
(12:54):
move on here. That brings us to our second question,
which is actually related to the first. All right, and
one somebody submitted to us. How can I get caregivers
to actually show up to these interviews? All right? So
leave us a comment below and let us know what
(13:18):
what is your no show rate looking like? All right?
So the no show rate means this. If I schedule
ten interviews based on applicants, you know, through whatever source
you're getting them, you know what, how many of those
are actually showing up to the interview? I think? What
(13:40):
is it the younger kids today? Now I sound like
my grandfather. You know, they call it ghosting you. So
how many are just not showing up? Okay? So if
out of ten, five of them are showing up, you're
doing great. The average right now, it's about seventy percent
no show rate. So that means out of every ten
(14:01):
people are showing up, not necessarily going to work, just
showing up to the interview, Okay, whether they're a good
candidate or not. That's another thing. Some agencies I've seen
them report as low when I do the when when
we do our assessments for recruitment and retention to see
how we can improve systems. You know, one of I've
(14:23):
had a couple of agencies tell me that they're having
one out of twenty interviews actually show up. That's a
five percent, five percent completion rate or turnover rate. That
is terrible, okay, and I'm sorry if you fall in
that category where you're having something like that, that is
that is truly terrible. Pre COVID, the rate was about
(14:46):
sixty percent, six out of ten interviews actually showed up,
you know. And during COVID that number went down dramatically, obviously,
and now it's starting to come back up. But you're
still looking at about thirty percent, which is a Your
goal should be somewhere between forty and fifty percent. If
you're scheduling ten interviews, at least four people should show
(15:07):
up every time you schedule. If not, then you got
to take a look at your systems. Okay, there's something
broken in the link in your methods. All right. So
some of the basic, more basic tips that I give
people is that it really starts with the interview process
of I'm sorry with your advertising process. Look, are you
(15:28):
getting lost in indeed? Are you just pretty much falling
through the cracks when it comes through when it comes
to Facebook, What is it that you're doing? How are
you creating your ads? Look, don't get lost in the
shelfle If we go to Indeed right now, then I
pull up caregiver jobs in any part of the country,
I guarantee you some of them are going to use
(15:50):
the exact same language, because this is what agency owners
are doing. They're going to Indeed and they're typing in
caregiver or CNA or HHA or depending on where you are,
CHHA or personal care assistant, something along those lines, and
they are literally copying the text off of somebody else's
ad and pacing it. That is terrible to do. You know,
(16:16):
change it a little bit, make it yours, make the
title yours. Okay, if if my ad looks the same
as everybody else's then no one's going to show up. Okay. Here,
here's the here's the reality, the harsh truth. If you
guys want to admit it or not. I know some
of you that follow follow our channel and some of
(16:37):
you that are in our Facebook group. I'm gonna say
probably about twenty thirty percent were caregivers at one point.
About seventy percent of you have worked in this industry
in some capacity for a number of years. You guys
have spoken to caregivers, You have been caregivers, you have
been a personal caregiver, and we've all had some sort
(16:58):
of a job. Nobody just came out out of the
womb owning a home care agency. At some point you
had to work. How do you people look for jobs? Okay,
in today's world, they pick up their phone. Okay, they
sit on the toilet, they go on indeed, and they
just start clicking apply now, apply now, apply now. They'll
(17:20):
skip a lot of times the applications where they have
to actually fill stuff in. Okay, a lot of people
do this. And I've spoken to hundreds of caregivers and
I've done as part of assessments for my clients. We've
gone through and we've spoken We've followed up and called
(17:41):
some of these caregivers and said, hey, listen, just out
of curiosity, this is our own process. Why aren't you
showing up? Oh yeah, I wasn't really looking for a job.
I was just bored. My client fell asleep at the
agent with the agency, or I was in the bathroom
and I just started clicking through to see what's out there.
That's the reason why they're showing up. You're blending in.
There's nothing in there that says that you, you know,
(18:04):
serious inquiries only. All right. I'm not saying use that
language specifically, but make it clear that you want somebody
who's actually going to show up. The next part of this,
it's how you're saying it where you're advertising. Now, let's
go on from there. Are you being lazy? All right?
And and I hate to be this blunt, Actually I don't.
I'm usually pretty blunt, but I hate to put it
(18:27):
this way. And if it bothers anybody, you know, I'm
gonna apologize. But are you being lazy? Take a harsh
look at yourself. You as the agency owner, are you
keeping track of what your staff is doing? If you
have someone else delegated to you? Know, creating these ads
and put them, putting them on social media or putting
(18:49):
them on these recruitment sides for you, okay, are you
being lazy? Are you following up? Are you looking at
the ad? Are you pretending to to? Are you doing
your due diligence and pretending to be a caregiver to
see what the process looks like for them? So if
you are, which again, many agency owners are not everyone,
(19:10):
but many are the more successful ones aren't Okay, the
ones that aren't watching this video right now hoping for
some tips because they're desperate, they aren't. Are you following up? Okay?
What and leave us in the common below? What what
does your process look like? You know? Once somebody puts
puts this ad up, if it's you, are you putting
(19:33):
a link specifically that's going to lead them back to
a full application? No use the kiss method. Keep it
simple and stupid. Okay? If I click on your ad
on Indeed, it needs to take me to fill out
the application. There's nothing I mean for me personally. When
I used to be in the workforce right actively looking
for jobs, nothing would aggravate me more than sending in
(19:56):
my resume on Indeed, and then having the employer contact
me and say, hey, yeah, we really like your resume,
go fill out this application. My response to them one
hundred percent of the time. And this is why I
work for myself. It was very simple. Why do you
need me to redundantly fill out an application if you
just asked for my resume, I worked hard on getting
(20:17):
you my resume. You want references, I'll give them to you.
Do you want a more expanded resume, I have one,
but don't make me give you my resume, go through
all that work and then make make me fill out
a second application and or worse, because I've seen agencies
even do this. Submit the application, do a short application afterwards,
(20:39):
and then come into the office and have the caregiver
spend the next two hours filling out paperwork again to
fill out the same information. Keep it simple, streamlined. One
of the great things about COVID you knows. As awful
as the whole experience was for everyone around the world,
one of the great things was that many agencies learned
(21:02):
how to implement technology. You have DocuSign. DocuSign is too expensive,
used Panda doocs too much? Use sign now use nitropro.
There's one hundred of these signature grabbing softwares that you
can automate your process, have them fill it out, it
becomes a fillable PDF. You can use higher ology, you
(21:24):
can use you know, some of these scheduling softwares like Swiftop.
I don't know if swift op does it, but you
have swift Op's clear care as send. They have a
bunch of these care smarts three sixty care Smart. There's many, many,
many scheduling software out there. Many of them now have
integrated application processes into the software. Not only do you
(21:47):
send out the full application, they fill it out, but
it captures it as a lead. It puts them into
your recruitment funnel automatically. So again, are you being lazy?
Are you being cheap? Which is it because something is
wrong in your process if the caregivers aren't showing up.
Once this is done, go and you know it's not
(22:09):
very expensive. It's a couple of hundred bucks at worst.
At best it's eight dollars a month. Okay, Go to
calendarly or go to Acuity Scheduling, go to HubSpot. There's
a thousand ways to do these things. But create a
scheduling link where somebody can pick the time. You set
the schedule as to your availability for interviews, plan accordingly.
(22:35):
Let them schedule the process. Let them come in one
that way that gives them the flexibility. Remember you're advertising
a flexible work environment that gives them the flexibility to
reschedule themselves. Okay, go ahead and do all of that.
Figure out which works best for you. There's a bunch
(22:56):
of solutions, all right, and now again here comes the
hard work part. Once it's all said and done, they've
scheduled their appointment, who's following up? Don't give me this
nonsense that oh I follow up with a text message,
I follow up with an email. That's what you have
automation for what human being is taking two minutes out
(23:16):
of their day in your office to follow up to
actually communicate with these caregivers? Think about this. We live
in an impersonal world where everything has moved to this,
to the computer. Okay, we have been spent two years
(23:37):
almost where everybody was locked down. You know, leave a
comment below, let us know, weren't you tired of not
having any human contact? We crave it as people, and
so do the caregivers. Okay, show them that you're a
human being, show them you know that there is a
(23:58):
person and that they are going to be part of
a team and not just you know, another agency that's
gonna you know, use them to death. Make because remember
the mentality is, oh, they're getting rich off me, all right,
And if there's no person, there no support, there's no
reason for them to stay, no reason for them to stay. Hell,
you're not even giving them reason to show up in
the first place. Okay, So now they go, they come
(24:23):
in for the interview, you make it easy for them.
You have the interview, follow up, okay. And this is
how you're getting them to show up. You're having communication,
frequent communication, clear messaging, you're standing out, you're you're trying
to figure out how to get all of these pieces
in place, and you're creating human contact. Look, this is
(24:46):
one of the things you'll if you've been following us
on social media on any platform for any given amount
of time. I have said this NonStop since the inception
of my company in twenty fifteen. Okay, people build relationships,
and those relationships are what's going to build your business.
And it doesn't matter if you don't have relationships with
(25:09):
your clients, if you don't have relationships with your caregivers,
then you don't have relationships with your staff or your
referral partners. You're sunk. There's only going to take you
so far. Spending money on indeed, is only going to
get you so many applicants, and it's not going to
guarantee you they show up. You could spend a fortune
on these lead generation services, it doesn't guarantee you that
(25:33):
a client's going to come to you. And unless you're
taking good care of people and you're building relationships and
showing value, you're not going to be able to create
predictable income, which is the key to any business. Okay,
think about this focus on that and it applies to
all aspects of your business. All right. So our third
(26:00):
and final question for this morning before we start taking
live questions, all right, is right here, just starting out
without a lot of money, how should I start marketing?
All right? I gotta tell you hands down this excuse me,
(26:22):
I'm just plugging in my laptop here before we get
cut off due to no battery. But hands down, this
question has to be the most asked question that I get.
All right, and people want to get creative, and people
(26:42):
want to hear all sorts of stuff, and everybody, unfortunately
wants the easy button. Okay, let me let me tell
you guys something. There is no easy button. I don't
care if you are a brand new agency just starting out,
if you got licensed two three years ago and you
haven't done anything with it, or if you are like
(27:05):
some of my clients that I'm currently working with, their
doings anywhere from one to four million dollars a year.
They all have the same problem. Okay, marketing, marketing, marketing. Look,
the fact is you got to do it. That's all.
You're either going to, you know, come in and you're
going to have everything properly set up because you're well
(27:25):
funded and you're going to get out there and do it,
or you're going to pay somebody to do it. Okay,
but at the very least it needs to be done.
Are you nervous? Probably most home career agency owners aren't
good marketers. And please don't lie to yourself. You're you're
probably not a good marketer. All right. Marketing is a skill.
(27:49):
It's not a talent. It's not something people are born doing.
It's a skill. You have to have the right personality
and you have to have the right outlook in life,
but you have to do it. Look, if you have
zero dollars to your name, go and borrow one hundred bucks.
Go to Vista Print, get some business cards made up
and order about fifty pens. Okay with you with your
(28:12):
logo and stuff on it. Start there, go to facilities.
Don't do it stupidly. Okay. This is one of the
big things that people where people make the mistake. And look,
if you go to our YouTube channel, okay, here's the link. Okay,
so if you go to our YouTube channel, you're already
(28:33):
watching us on YouTube. I'll post a link to it.
But one of the key things, and this is probably
the number one mistake people make. Look, you know where
your clients live, you know your area, and if you don't,
you know, hey, give me a call. We can we
do territory viability analysis, optimization analysis. You know. But you
(28:54):
got to know where your client lives. If you don't,
what are you doing. How are you going to market
to a group of people if you don't know where
they are? If you want medicaid clients, why are you
going into the houses, the multimillion dollar homes? You know?
If you're going you know if you're let's put it
this way, if you're going to go and sell solar panels,
(29:19):
would you do it in a place that gets no sun?
You know, it's the same concept. It's the home care.
You need to find the right neighborhoods. Who are you
looking for? What you know? You're looking for sacred people,
you're looking for healthier people? Are you looking for twenty
year olds? Look? Decide, figure it out, figure out who
(29:40):
your audience is, figure out where they live, and then
go to the places that service those people. It's not
overly complex most people. Depending on whether you live in farmland,
you live in the suburbs, or you live in a city,
you're going to live somewhere between two and twelve miles
(30:02):
of a hospital. That's it. So if I know the neighborhoods,
if I have an idea, like even if I'm wrong
and I'm just guessing, but the neighborhoods where I think
these people live, I'm going to go to the hospital
and then I'm going to go from the hospital. You're
going to strike out at the hospital, by the way,
but you have to know where it is, be aware
(30:23):
of where it is. Just drive around. There's people around
there that service the hospital. You're going to see home
health agencies. You're going to see hospice agencies. You're going
to see independent living facilities. You're going to see assisted
living facilities. You're going to see doctors. You're going to
see attorneys, wealth planners, accountants, all of these people that
are near where the hospital is. Because guess what, those
(30:47):
people are going after the same clients you are, and
the hospital is just a good benchmark, you know. So
figure it out. Okay, figure it out, Get out there,
go meet people. If you're struggling, just do it. Look
what do you need one client, two clients to get started?
Get that confidence built up? Figure out your magic number?
(31:10):
How much money does your business need to stay in business?
Not talking about paying yourself? What do you need to
stay in business? You know? Then take it a step further.
What do you need to hire a part timer? What
do you need to hire a full timer? How much
money do you need in order to hire a marketer?
(31:31):
If you're not comfortable doing it, you got to do
it well. Business takes time or it takes money. If
you're not willing to spend one or the other, you're
spinning your wheels. Okay, so get out there and market
or hire someone to do it. If you're going to
do the marketing, you got to hire somebody to run
the internals of your office. If you're going to do
(31:51):
the internals of the office, you got to hire a marketer. Eventually,
something's got to give. You cannot do it yourself unless
you have figured out how to clone people legally and
you can split yourself into two people. You got to
do something. But it all starts with understanding the basic
understanding of who is your client? Okay, Now I'm gonna
(32:14):
go step further with that. If you are medicaid, not
every poor person over sixty five is your client. Okay,
some people are, some cases are easier to staff than others.
Figure out where your caregivers live and you'll have easier
time finding medicaid clients. Figure out where where you're figure
(32:37):
out where your clients are, all right, and you're going
to figure out where how far your caregivers are willing
to travel? Are your caregivers willing to go into the hood. Look,
let's call it what it is. I started in this industry,
you know, working medicaid, talking about almost thirty years ago.
(32:59):
At this point, you know, I was a kid. I
had no fear. I didn't care because I was a kid.
But I quickly found out there are places in the
hood your caregivers will not go. That's it. You know,
They're just not going to go. And what are you
going to do? How are you going to serve as clients? Okay? So,
(33:23):
and the same thing works the other way if you
are a private pay agency, if that's who you're focusing on,
define private pay all right, let's call it what it
define private pay? What does prime? As a matter of fact, Look,
those of you watching live, leave it in the commet.
If you're on the you're watching the replan on YouTube, again,
leave it in the climb. How do you define private pay?
(33:46):
All right? Does private pay to you mean just somebody
who has long term care insurance? Does private pay to
you mean veterans benefits? Okay, because for some people that's
what it means. Does private pay to you mean that
client that's one that really wants twelve to twenty hours
a week? Does private pay mean forty to sixty hours
(34:07):
a week? Self pay no insurance? That's all right, Lashawn,
thank you? All right? So yeah, self pay no insurance,
that's a great place to start, Okay, But now let's
define it further. Who's your client? Okay, So what do
I mean by that? All right? Let me let me
explain what I mean before before anything, because that's that's
(34:30):
probably a more confusing question than anything else. So there
are different tiers of people, okay, when we're talking about
when we're talking about private pay clients you have, yeah,
just like you have different types of businesses. And I've
talked about this in other videos and other trainings. If
(34:52):
you're if you haven't seen again, if if you're in
the Facebook group, take a look in the group, look
for the links to the YouTube channel. All right, there's
videos on this. But there's three basic types of business owners,
which also means they have three basic types of clients. Okay,
you have your bargain shopper. Okay. Personally, that's a race
(35:13):
to the bottom. I don't like that as a business
model and as a pricing strategy. Okay, but there are
people who who really, like I mean, they got more
money than God and hate to spend a penny of it,
and they will go and if they find somebody that'll
do it for a nickel less than you they will
do it. Okay. That is one type of client. If
(35:33):
that's who you want, hey, by all means I'm not
knocking you knock yourself out. Go after them, all right,
and all you gotta do is be the lowest person
price in the market as long as you can stay
in business. Cool. The second type of client is your
competitive client, that is your value shopper. Okay. These are
the people that will actually take a look and say, okay,
(35:54):
well these ten agencies do the same, but this one
charges a dollar more, this one charges a less, this
one's right in the middle. Who do I really want
to go with? And then they'll start asking questions to
see which is going to give them their money's worth
in their mind. Okay, and that's cool. You know that's
most of your businesses. I'm gonna say that's probably eighty
percent of your private pay agencies out there operate like that.
(36:18):
They all do the same thing. They all have the
same caregiver. Hell, if I call ten caregiver agencies in
your area, the odds aren't going to get the same
caregiver like three or four times. Okay, And it's just
what it is. Okay. There's again, nothing wrong with that.
But if that's what you're looking for, then that's there's
different ways you're looking for these people. And then there's
(36:39):
you have the people that they don't care. Money's no object.
I want to I want the best. I love my
mother more than I love myself, and I don't care
if I got to work three jobs to get them.
They usually don't work three jobs. They usually have different
funds and assets. But we're talking about the premium client,
that premium caregiver. Look. It's one of the things that
(37:02):
when I work with people one to one on pricing,
strategy and on marketing and all of this stuff, the
reality is this, Okay, decide what you want to do.
Do you want to offer competitive pricing and premium pricing? Cool? Look,
I I've got clients that in their market, twenty six
(37:23):
to twenty eight dollars is normal price for caregiver agency,
and they have packages where they're charging fifty sixty bucks
an hour. Okay, it depends on what you want to do.
Who are you going after do you want to offer
that higher amount? And it all comes down to and again,
making that conscious decision of whether or not you really
(37:43):
want to grow and expand. Number One, and number two,
do you really want to fight with people? Let me
tell you. Okay, if I sell a service, if I'm
a mechanic and I do oil changes, Let's say, for
you know, ten minute oil change for fifty bucks, and
everyone around me does ten minute oil changes between forty
(38:03):
eight and fifty two dollars. That means that's the bulk
of the market share. It also means that it is
the bulk of the customers. So how many people do
I have to compete with to get the same number
of clients? If I live in an area with one
hundred thousand people and there's twenty five thousand cars in
that area and there's five thousand, you know, five thousand
(38:31):
competing quick loops, great, that means I have one in
five chance of getting any client. But now let's say
I'm a premium service. I do a thirty minute oil change.
It takes a little bit longer, but I also will
change your transmission, fluid, check your brakes, clean your winds.
She'll do all this extra stuff. You know. Hell, I'll
make you breakfast in bed while you're waiting for me
(38:51):
to do all this to your car. But I'm going
to charge you two hundred dollars for it. Now you
have a lot less people willing to pay two hundred
bucks than they were willing to pay fifty dollars, And
that means I'm probably going to only have one or
two competitors, if any, in the area. But those people
that want that extra service, they want that high touch,
(39:11):
they want that premium, they have less to pick from.
So it increases my likelihood of getting these clients. All right,
So I hope that makes sense. I'm not saying move
into that premium range right from the door. I mean
you can if you're well funded enough. What I am
getting at is that you want to take your existing
(39:35):
client base and have a competitive package something where you
can't sustain your business and keep the doors open. Okay,
but you want to also understand that some of your
services you can sell for a little bit higher you
can package. So does that mean that right from the
door you're going to do this. No. What this means
(39:56):
is that you have to understand who you're going after,
what you're offering them, where your caregivers are willing to go.
Take this information and then find where those people live,
work backwards, what hospital services those areas, what facilities or
(40:17):
secondary and tertiary services service to hospital and then go
market to them. If XYZ hospital their primary hospice, or
let's say their primary home health agency is VNA the
Visiting Nurse Association. Great, great, let's go and target that VNA.
(40:41):
So are we able to get those people or no,
this is a different thing. Now the technique comes into
play here. But let me tell you, I have seen
some terrible, terrible, terrible salespeople open up agencies like they're
great nurses, they're great caregivers, they're great operations people, but
they are awful marketers. But you know what they weren't
(41:02):
They weren't scared. Okay, they were persistent, they weren't scared.
They weren't lazy. And you know, I hate to put
it this bluntly, but most of the people that I've
worked with over the years and personally, I have helped
open well over one hundred agencies from scratch, and I've
worked with probably about two to three hundred agencies that
are well established. And there's a few things that are
(41:30):
hold on a second, just check if anyone knows about
Medicaid billing personal No, this is not this group. I'm sorry,
focuses George on private pay for the most part, and
we're just generally talking about how to get started with sales,
all right, So sorry, I'm sorry we can't be of
(41:51):
more help. You can post a question into the group
and see if somebody else will answered be able to
answer that for you. So the the point is that
once you understand who all of these who your people are,
where your target is, you know, and again, some of
the best home care agency owners they weren't lazy, they
weren't scared. The whole thing is you if you're afraid,
(42:13):
you're not going to get out there in the first place.
You have to get over it, okay. And the other
thing is if if you aren't afraid, but you're lazy,
you're going to have problems also, all right. So what
this means is it does nothing for me to sit
(42:33):
in my office. I could be the best salesperson in
the world. I have the best product in the world.
If I don't get out there and people don't know
I exist, I'm never going to sell a thing. You know,
if you're not sure. If you are, if you're ready
to go out there and sell your service, do it anyway. Okay? Oh,
(42:54):
you don't have enough caregivers to serve as a client.
You don't need that many. As long as you confident
you can find two caregivers, three at the most, you
can get started. Because here's the thing. Let's let's give
you a best and worst case scenario all at the
same time. You open your doors. You go and visit
a facility. That facility says, you know what, I like you,
(43:17):
you you you seem like a genuine person to me,
and I'm gonna take a shot and I'm going to
give you a one hundred and sixty eight hour a
week client. That means twenty four hours a day, seven
days a week. Yeah. Yeah, I love being in the
field too. It's one of the best feelings in the world.
(43:37):
And you know, so I feel you there, you know.
But the twenty four hours a day, seven day a
week client, that's a best case scenario, right. That's like
sixteen seventeen thousand a month, depending on your bill rate.
But here's the thing, it also needs about six caregivers
minimum to run it efficiently. To do you take the
(44:00):
case right out of the gate or not? Are you
confident enough to do it? Well, here's the thing with
that Okay, you you might not have enough, but can
you find one caregiver? Can you cover that first shift?
I wouldn't say no. All right, can you yourself if
(44:21):
you have to cover one of those shifts? Sure? Well,
you only need two to three caregivers to get that
case started. Do you not know other home care agency owners?
Can you not call in subcontracts? Tell them? Hey, listen,
I'll pay you twenty two dollars an hour for a
twenty three dollars an hour case. Who cares if I'm
making a dollar an hour for eight hours? You know what,
(44:43):
though I'm building the client, I am not you not
nothing like that. Your caregivers will not take my client.
And this is how it is. You just have to
be smart about it. And this is all comes down
to strategy and everything else. All right, So I I
know I over explained the question and everything else. So
(45:04):
I'm going to open it up. I have about nine
minutes before I gotta go. Does anyone have any questions
on any of this? You know, just go ahead leave
it for us in the comments. You know, if you're
watching this live, if you're watching it, I'll I may
not be able to answer because it won't be live
anymore if you're watching the replay, all right, yeah or yeah.
(45:31):
It's actually something that most people are afraid to do
because they're so afraid of losing clients. But I'd rather
lose one shift on a twenty four hour case, you know,
then I'd rather lose that one shift on a twenty
four hour case than lose the whole case. Because even
if even if you're looking at, you know, sixteen thousand
(45:53):
dollars a month client, I'd rather walk away with twelve
thousand of it than zero. Yeah, that's just basically works subcontracting.
You know, I'm assuming you're asking about what I was
just talking about. How do you subcontract an agency? Find
an agency with other caregivers. You signed the agreement with them, Okay,
that's really what it comes down to. They become you
(46:16):
become their client and not your client. So basically you
tell them, I need a caregiver agency to cover from
ten pm to seven am, just for argument's sake, you know,
I need that covered on Saturday and Sunday only. Just again,
I can't find people for that time. Great, they you
contract them. They're coming through from your agency. You set
(46:39):
it up in a way you write a non compete.
You make it so that they cannot just go and
solicit your client. They can bring the caregivers there. They
could bring their own nurse if they really wanted to.
It's cool, both nurse can both go toget the same
time that they cannot actively solicit your client while they're
working with you. Now, if you can't cover more than
(47:01):
one shift and you want to cand over and transition
the client to them, that becomes your choice. But my
suggestion is if you're going to do an arrangement like that,
you do it for a short amount of time. You say, hey, listen,
I just need caregivers for the next two weeks. You know,
I don't care about giving you the profit for the
hours they work. But it's only for two weeks, and
then you bust your behind trying to find the caregivers.
(47:24):
All right, that's generally how it goes. You want to
create an agreement with them. I think your basic your
basic service agreement for private pay will work most of
the time. At least it has in my experience. And honestly,
this is one of those things where you're only going
to get burned once. If my agency burns your agency
(47:45):
and you come back to me a second time. There's
an old expression, you know, fool me once, shame on you.
Fool me twice, shame on me. And that's really what
it boils down to, you know. In the in the military,
there's another expression. You know, once it's an accident, twice
it's coincidence. It's a third time it's enemy action. That's
(48:08):
another thing to keep in mind. So if you continually
get burned, that's up to you. But it's really simple.
Good contracts, a solid service agreement will help you get through,
you know, and a good relationship it will help you
get through even more. This is why you cannot look
at your competing agencies in your area as your enemy.
They are not your enemy. Look, you know, LASHN for example,
(48:33):
you could have one hundred and fifty agencies in your
area and walking distance and it doesn't matter. There's one
thing that not a single one of those agencies have
in the area, and that's you, you know, And that's
that's really what it boils down to. No matter what
look I there are well, since COVID there are about
two hundred people that claim to do something similar. Many
(48:55):
of them are scammers. Many of them are are solid
business people. But you know what, not a single one
of my competitors have me. And it's the same thing
works vice versa. I do not have a single one
of my competitors working for me, So it's every not
everybody's for everybody. Okay, So I'm not the right fit
(49:15):
for some of some people to come ask me. I
believe me. I turned down probably about ten to twelve
clients every month. You know, it just doesn't We're not
a good fit. You know, my personal line doesn't match
mesh with everybody. You know, exactly exactly, Sarah, You have
to Collaboration is always going to be the best way
(49:38):
to do it, you know, but you have to understand
who it is is the person solid, is the person
a scammer? You know. My my big thing is, like
I said, like I said a moment ago, You're only
going to fool me one time. You know, if you
fool me a second time, that that's my fault, not yours.
So so the same thing works in home care. I
(49:59):
don't care if I am a visiting angels and I
go to home helpers down the street. As long as
we're solid, respectable business people that are what we're about great. Great,
then we're not going to have a problem. It's going
to be an understandable working relationship. You know, today I
might have more caregivers. Tomorrow, you might have more caregivers. Today,
(50:20):
I might get a client that's not a good fit
for me, but it's a great fit for you. And
now I've become your referral source. That that's actually one
of one of the especially if you've got a franchise
near you and you're an independent owner. That's that's actually
a great thing to do because sometimes, like you like,
(50:40):
let's say home helpers, I'm just using them randomly, No,
nothing in particular, you know, you know, the the fact is,
let's say they have an office locally and there's not
one in the territory that you're trying to service. Hey, great,
they may not have a home helper's near you, and
(51:01):
they might just give you the client and yeah, Lashawn,
you use another agency, call ourselves sister agents. That's that's
a great approach. Nobody nobody loses out when there's collab,
when there's good collaboration. Okay, let me go back to
Sarah's point there. When you have good and solid collaboration
(51:21):
nobody loses. Okay, all right, So three more minutes, final question, comments, concerns,
anything like that. All right. So, while we're waiting to
see if anybody posts anything, just a quick reminder, please
feel free visitors at the brionnasgroup dot com if you
need any assessments trainings we do have. We're gonna be
(51:43):
announcing this week a live in person training class in Indianapolis.
All right, Well, in the Indianapolis area. I'm gonna only
be opening up about twenty seats to this class, and
it's gonna be first come, first serve. There's gonna be
a whole bunch of bonus stuff, and you know it's
gonna be pretty good money for the value. Keep an
eye out for that. Okay. Other than that, you know,
(52:08):
you guys, have a wonderful day and join us again
next Saturday morning. We're gonna be doing this again regularly,
and even if I am not able to do it live,
there will be a session recorded and post it into
the every Saturday morning at nine point thirty. This is
we were doing it for a while because we were
relocating from New Jersey to Indiana. We we have kind
(52:32):
of put it off for a while, but we're back.
We're answering your questions. Please, if you're in the group,
submit yeah, thank you Sarah. If you're in the group,
please post questions. I do will answer them. If you
can't make it to the live session. If you can
(52:52):
join us on the live session, you know, hey that
you know, that'll be fantastic. We'd love to have you
and we'll you know, we'll see again next Saturday. Oh,
here we go. How do you price? Where are where
are we? Some caregivers want more to service than oh okay, yeah,
So how do you price per COVID pace? All right?
(53:16):
Typically it's a hazard pay. And what I have seen
industry wide is people are charging anywhere from twenty five
to fifty percent above their rate. But you have to
be transparent about it. And if you are going to
charge more, you got you got to make sure. Typically
you want to do twenty percent above what the caregiver
(53:37):
is asking. So, like, let's say you're paying just for
simplicity's sake, you're paying your caregivers ten dollars an hour,
they want fifteen. All right, you want to you want
to increase your price by about seven dollars so that
you can cover the payroll expenses at a minimum. Okay,
that's typically how it goes. There's a lot more to that,
you know, because there's market market impact, and there's you know,
(54:01):
there's a lot of other things when it comes to
you know, your state taxes, everything else. So as long
as you know what your employer burden is, it's typically
nationally anywhere from eighteen to twenty two percent of your payroll.
So as long as you charge above that, you're fine.
If you want to make profit on top of that.
(54:22):
So instead of charging let's say twenty percent above, you
might want to do twenty five or thirty percent above.
So this way you can make an extra dollar or
so an hour in profit. All right, So hope that
answers everybody's question. That is it for us. It is
now ten thirty Eastern time, and it's time for us
to go. You guys, have a great rest of your
weekend and enjoy your Labor Day holiday if you are
(54:44):
not working, Let's catch you all guys next time.
All right, good morning, Good morning everyone. Okay, so let's
take a look here. Now, it's been a little while
since we have done one of these Facebook live segments.
And for those of you who are joining us for
the first time, yeah, or maybe you just we haven't
(00:50):
done these in a few weeks. Let me just fill
you in a little bit. So my name is Julio Brionees,
and you know, I am the CEO and senior home
care business strategist for Beyonna's Consulting Group. All right, and
the you know, we were doing these every pretty regularly,
(01:15):
every Saturday morning at nine thirty. Sometimes I'm a few
minutes late, sometimes a few minutes early, but right around
nine thirty in the morning every Saturday. That's nine thirty
am Eastern Standard time. And we had taken a pause
for a couple of weeks because we recently relocated the
business to Indiana from New Jersey. So, you know, thanks
(01:38):
to everyone who has patiently waited for us, and for again,
for those of you who are new, you know, this
is a live recording. Okay, So if you're watching us
on Facebook in the group and it is Saturday morning
at nine thirty, you know, thanks for joining us. And
you're watching us live. If you are watching this after
(02:02):
that time, you're watching a replay. This does get shared
on our YouTube channel and it gets shared on various
other platforms and groups and everything else as YouTube video afterwards.
So if you are watching this on YouTube, you know,
show some support, give us some love, you know, give
(02:23):
us a big thumbs up, and don't forget to subscribe
to the channel. So again for the format for these
Saturday morning sessions is really simple. Anyone who's watching us live,
you can submit a question and will answer them as
they pop up anyone. If we don't get a lot
(02:44):
of people showing up, because I mean, we haven't done
these in a while, so I'm not expecting a whole lot.
But if we don't, we have people submit questions. You
can put it into the common section on the post.
You can put it into the section on the YouTube
channel right onto the video, and we monitor this all
(03:05):
the time and we happily answer all of your questions.
If your question is good enough, you'll get highlighted as
you guys are going to see here and you will,
you know, and again, if it's a question that enough
people are asking, we you might even do an impromptu
session some other time during the week. But that's how
(03:25):
this goes. And you know, we're just moving along, getting established.
And if you are in the Indiana Indianapolis specifically area,
you know, stop by, give us a shout say hello.
Our office information is on our website. All right, so
let's go ahead and get started. If you know, whoever
(03:46):
is joining us live, you know, give us a high
say it was common below, Say good morning. You know,
we always like to get some feedback, right, and we're
going to go ahead and get started with the first question.
All right, So someone asked submitted a question to us
(04:07):
over our break. You know, should I charge caregivers for scrubs? Well,
you know, this is actually a question I get asked
a lot, especially with newer agencies, because you know, the
thing is everybody wants their caregivers to be professional, and
you know, I think that is fantastic, and you know
(04:27):
you should in order if you want to be a
run of the mill, average competitor agency, knock yourself out.
Let your caregivers dress however they want. It doesn't it
doesn't affect what you're going to charge. This if your
Medicaid agency, Medicaid is still going to pay you. If
you are a private pay agency and you're just in
the middle of the pack, you know, maybe a little
(04:48):
bit on the lower end of the billing rate, it's
not really going to affect you. But I do say
if you want to stand out and you want to
be that agency that people are comfortable calling, thaties are
okay with your caregivers coming into the facility, you know,
you want to make sure that you have scrubs, even
if you're not going to go the extra mile, which
(05:11):
I do believe that once you can afford it, you
can budget for it, have your logo embroidered onto the
scrub tops. You know. If you don't want to do
scrub tops, you can do a polo top. It really
depends on the environment that they're in. And my recommendation is,
you know, you it's one top for every two shifts.
(05:34):
So if you got a caregiver working for you five
days a week, you should give them two scrub tops.
Now to the crux of the question, should you charge
your caregivers for it? That really depends, Okay, if you
have a you know, and this is where it gets
a little bit complicated because we have a high turnaround
(05:58):
in the industry. So most home care agencies do not
have solid retention planning in place. All right, they have
some little things that they do to try to keep
a caregiver on. They'll they'll beg cajole, bribe, you know,
give give that sign on bonus, They'll they'll do a
number of little things to get them in the door.
(06:19):
But most agencies fail to understand that your your retention
planning actually starts before the interview, right when I've when
my caregiver submits an application to me. At that point,
I need to have methods in place that are designed
that through the interview process, scheduling the interview, you know,
(06:43):
getting them into the office that first time, after the interview,
all the way up to those first few cases. I
am trying to do everything I can to foster and
to show my company values and show my company culture
a right, and I want to make sure that that
caregiver understands very clearly that what we are in line with, okay,
(07:05):
because once they know what we're aligned with, they're they're
gonna make that decision faster. Depending on the circumstance, you
may want to start with something like a printed T
shirt instead of a scrub top, okay, and that you
can give them because if you lose it, you lost it. Okay.
Because here's here's the thing. Can you charge for them? Yes?
(07:28):
Should you charge for them? That depends on you know what,
what your circumstances are, you know, budgeting, how long you've
been in business. There's a lot of factors involved there.
But can you charge for them after they quit? That's
where it gets a little complicated, and that really depends
because here's here's a scenario. Let's say, just for argument's sake,
(07:50):
you are doing a scrub top that is costing you
twenty five dollars. Okay, Again, just for argument's sake, you
give to the caregiver. You make them sign a paper
that says, hey, you know, we'll give you the uniforms,
but on your first paycheck, we're going to deduct twenty
(08:10):
five dollars. You're not making any profit on it. You're
charging them exactly what it's costing you. The caregiver works
two hours at a rate of twelve dollars an hour.
That means you are paying them twenty four dollars, okay,
and they quit after two hours. They just walk out
on you. They quit can you deduct twenty five dollars
(08:32):
from their twenty four dollars paycheck? The short answer is no,
you know in most states, Again, please contact your labor consultant.
You're you know, somebody in HR, the state labor department,
somebody who's actually licensing, trained in or trained specifically for
your state. I am talking in very general and I
(08:55):
am in a very general manner, and this is not
and anyway, I'm not telling you who to hire, who
not to hire, how to hire them, or any other
legal advice. But generally speaking, that being said, Okay, generally speaking,
if you are back charging somebody and it creates a
(09:16):
situation where their pay is less than the state mandated
minimum wage, okay, you are in violation of some sort
of labor law. Again, in a very general sense, right,
and this could be a big problem. So, anybody who's
watching currently, give us the thumbs up if you are
(09:38):
familiar with the company seven to eleven, and let us
know if you've ever heard in the comments. If you're
watching the replan on YouTube, if you're watching us live,
give us the thumbs up. Are you familiar with the
company seven to eleven? All right, So a number of
years ago. I want to say it was like seven
eight years ago. My timing might be off. They they
(10:00):
got themselves into a little bit of trouble. They made
national attention that seven to eleven is a franchise and
some of the franchisees. I don't know all of the
exact circumstances, but the you know, in the short version
or the condensed version of this, to the best of
my recollection, is that one of their franchisees was also
(10:23):
renting living space to their employees, and because they were,
you know, they were co mingling both of these businesses.
What ended up happening is the employees were being paid
less than minimum wage. Even though all it was it's
no different than if they were to rent an apartment
(10:43):
from somewhere else. I mean, again, there's a lot more
complexity to it, and I'm not getting into all the
details on that. I'm not for Organs, nor do I
work for seven to eleven. But the point is that
that simple situation caused a big problem for that franchise,
and it caused a little bit of bad press for
seven to eleven as a whole, and they were able
(11:05):
to recover from it, so that that type of a
situation is something you want to avoid as a home
care owner, especially if you're newer, right, you really want
to avoid that. So can you Should you charge for
caregivers for scrubs? Yeah, go ahead, I know a lot
of agencies that do it. Just keep in mind that
(11:25):
you want to make sure that you either do some
sort of a trial period like meaning instead of a fancy,
nice looking scrub set, maybe you want to give them
just a T shirt for the probationary period until they've
accumulated enough hours that you know taking out the deduction
(11:47):
for the scrubs won't cause a problem for you. Or
maybe you want to have them pay for it upfront.
It's like, hey, listen, you pay for it up front.
It's a deposit. You know, after a certain amount of
days you get the money better, or if you do leave,
as long as you bring the scrubs back, you get
the money back. Something like that. You know, something that
(12:07):
makes it equitable, something that makes it less problematic for you.
And if you are, whether you're going to charge directly,
pre charge or take some sort of a deposit, make
sure that you have a policy on uniforms clearly available
for them and that you included in their employee handbook
when they signed for it. If you are an existing
(12:29):
business and you're going to implement this, make sure that
you are diligent about getting every single current active employee
you're the new policy and have them signed saying something
saying they received it. Save yourself a headache. It's always
better to be overprepared than underprepared. All right, So let's
(12:54):
move on here. That brings us to our second question,
which is actually related to the first. All right, and
one somebody submitted to us. How can I get caregivers
to actually show up to these interviews? All right? So
leave us a comment below and let us know what
(13:18):
what is your no show rate looking like? All right?
So the no show rate means this. If I schedule
ten interviews based on applicants, you know, through whatever source
you're getting them, you know what, how many of those
are actually showing up to the interview? I think? What
(13:40):
is it the younger kids today? Now I sound like
my grandfather. You know, they call it ghosting you. So
how many are just not showing up? Okay? So if
out of ten, five of them are showing up, you're
doing great. The average right now, it's about seventy percent
no show rate. So that means out of every ten
(14:01):
people are showing up, not necessarily going to work, just
showing up to the interview, Okay, whether they're a good
candidate or not. That's another thing. Some agencies I've seen
them report as low when I do the when when
we do our assessments for recruitment and retention to see
how we can improve systems. You know, one of I've
(14:23):
had a couple of agencies tell me that they're having
one out of twenty interviews actually show up. That's a
five percent, five percent completion rate or turnover rate. That
is terrible, okay, and I'm sorry if you fall in
that category where you're having something like that, that is
that is truly terrible. Pre COVID, the rate was about
(14:46):
sixty percent, six out of ten interviews actually showed up,
you know. And during COVID that number went down dramatically, obviously,
and now it's starting to come back up. But you're
still looking at about thirty percent, which is a Your
goal should be somewhere between forty and fifty percent. If
you're scheduling ten interviews, at least four people should show
(15:07):
up every time you schedule. If not, then you got
to take a look at your systems. Okay, there's something
broken in the link in your methods. All right. So
some of the basic, more basic tips that I give
people is that it really starts with the interview process
of I'm sorry with your advertising process. Look, are you
(15:28):
getting lost in indeed? Are you just pretty much falling
through the cracks when it comes through when it comes
to Facebook, What is it that you're doing? How are
you creating your ads? Look, don't get lost in the
shelfle If we go to Indeed right now, then I
pull up caregiver jobs in any part of the country,
I guarantee you some of them are going to use
(15:50):
the exact same language, because this is what agency owners
are doing. They're going to Indeed and they're typing in
caregiver or CNA or HHA or depending on where you are,
CHHA or personal care assistant, something along those lines, and
they are literally copying the text off of somebody else's
ad and pacing it. That is terrible to do. You know,
(16:16):
change it a little bit, make it yours, make the
title yours. Okay, if if my ad looks the same
as everybody else's then no one's going to show up. Okay. Here,
here's the here's the reality, the harsh truth. If you
guys want to admit it or not. I know some
of you that follow follow our channel and some of
(16:37):
you that are in our Facebook group. I'm gonna say
probably about twenty thirty percent were caregivers at one point.
About seventy percent of you have worked in this industry
in some capacity for a number of years. You guys
have spoken to caregivers, You have been caregivers, you have
been a personal caregiver, and we've all had some sort
(16:58):
of a job. Nobody just came out out of the
womb owning a home care agency. At some point you
had to work. How do you people look for jobs? Okay,
in today's world, they pick up their phone. Okay, they
sit on the toilet, they go on indeed, and they
just start clicking apply now, apply now, apply now. They'll
(17:20):
skip a lot of times the applications where they have
to actually fill stuff in. Okay, a lot of people
do this. And I've spoken to hundreds of caregivers and
I've done as part of assessments for my clients. We've
gone through and we've spoken We've followed up and called
(17:41):
some of these caregivers and said, hey, listen, just out
of curiosity, this is our own process. Why aren't you
showing up? Oh yeah, I wasn't really looking for a job.
I was just bored. My client fell asleep at the
agent with the agency, or I was in the bathroom
and I just started clicking through to see what's out there.
That's the reason why they're showing up. You're blending in.
There's nothing in there that says that you, you know,
(18:04):
serious inquiries only. All right. I'm not saying use that
language specifically, but make it clear that you want somebody
who's actually going to show up. The next part of this,
it's how you're saying it where you're advertising. Now, let's
go on from there. Are you being lazy? All right?
And and I hate to be this blunt, Actually I don't.
I'm usually pretty blunt, but I hate to put it
(18:27):
this way. And if it bothers anybody, you know, I'm
gonna apologize. But are you being lazy? Take a harsh
look at yourself. You as the agency owner, are you
keeping track of what your staff is doing? If you
have someone else delegated to you? Know, creating these ads
and put them, putting them on social media or putting
(18:49):
them on these recruitment sides for you, okay, are you
being lazy? Are you following up? Are you looking at
the ad? Are you pretending to to? Are you doing
your due diligence and pretending to be a caregiver to
see what the process looks like for them? So if
you are, which again, many agency owners are not everyone,
(19:10):
but many are the more successful ones aren't Okay, the
ones that aren't watching this video right now hoping for
some tips because they're desperate, they aren't. Are you following up? Okay?
What and leave us in the common below? What what
does your process look like? You know? Once somebody puts
puts this ad up, if it's you, are you putting
(19:33):
a link specifically that's going to lead them back to
a full application? No use the kiss method. Keep it
simple and stupid. Okay? If I click on your ad
on Indeed, it needs to take me to fill out
the application. There's nothing I mean for me personally. When
I used to be in the workforce right actively looking
for jobs, nothing would aggravate me more than sending in
(19:56):
my resume on Indeed, and then having the employer contact
me and say, hey, yeah, we really like your resume,
go fill out this application. My response to them one
hundred percent of the time. And this is why I
work for myself. It was very simple. Why do you
need me to redundantly fill out an application if you
just asked for my resume, I worked hard on getting
(20:17):
you my resume. You want references, I'll give them to you.
Do you want a more expanded resume, I have one,
but don't make me give you my resume, go through
all that work and then make make me fill out
a second application and or worse, because I've seen agencies
even do this. Submit the application, do a short application afterwards,
(20:39):
and then come into the office and have the caregiver
spend the next two hours filling out paperwork again to
fill out the same information. Keep it simple, streamlined. One
of the great things about COVID you knows. As awful
as the whole experience was for everyone around the world,
one of the great things was that many agencies learned
(21:02):
how to implement technology. You have DocuSign. DocuSign is too expensive,
used Panda doocs too much? Use sign now use nitropro.
There's one hundred of these signature grabbing softwares that you
can automate your process, have them fill it out, it
becomes a fillable PDF. You can use higher ology, you
(21:24):
can use you know, some of these scheduling softwares like Swiftop.
I don't know if swift op does it, but you
have swift Op's clear care as send. They have a
bunch of these care smarts three sixty care Smart. There's many, many,
many scheduling software out there. Many of them now have
integrated application processes into the software. Not only do you
(21:47):
send out the full application, they fill it out, but
it captures it as a lead. It puts them into
your recruitment funnel automatically. So again, are you being lazy?
Are you being cheap? Which is it because something is
wrong in your process if the caregivers aren't showing up.
Once this is done, go and you know it's not
(22:09):
very expensive. It's a couple of hundred bucks at worst.
At best it's eight dollars a month. Okay, Go to
calendarly or go to Acuity Scheduling, go to HubSpot. There's
a thousand ways to do these things. But create a
scheduling link where somebody can pick the time. You set
the schedule as to your availability for interviews, plan accordingly.
(22:35):
Let them schedule the process. Let them come in one
that way that gives them the flexibility. Remember you're advertising
a flexible work environment that gives them the flexibility to
reschedule themselves. Okay, go ahead and do all of that.
Figure out which works best for you. There's a bunch
(22:56):
of solutions, all right, and now again here comes the
hard work part. Once it's all said and done, they've
scheduled their appointment, who's following up? Don't give me this
nonsense that oh I follow up with a text message,
I follow up with an email. That's what you have
automation for what human being is taking two minutes out
(23:16):
of their day in your office to follow up to
actually communicate with these caregivers? Think about this. We live
in an impersonal world where everything has moved to this,
to the computer. Okay, we have been spent two years
(23:37):
almost where everybody was locked down. You know, leave a
comment below, let us know, weren't you tired of not
having any human contact? We crave it as people, and
so do the caregivers. Okay, show them that you're a
human being, show them you know that there is a
(23:58):
person and that they are going to be part of
a team and not just you know, another agency that's
gonna you know, use them to death. Make because remember
the mentality is, oh, they're getting rich off me, all right,
And if there's no person, there no support, there's no
reason for them to stay, no reason for them to stay. Hell,
you're not even giving them reason to show up in
the first place. Okay, So now they go, they come
(24:23):
in for the interview, you make it easy for them.
You have the interview, follow up, okay. And this is
how you're getting them to show up. You're having communication,
frequent communication, clear messaging, you're standing out, you're you're trying
to figure out how to get all of these pieces
in place, and you're creating human contact. Look, this is
(24:46):
one of the things you'll if you've been following us
on social media on any platform for any given amount
of time. I have said this NonStop since the inception
of my company in twenty fifteen. Okay, people build relationships,
and those relationships are what's going to build your business.
And it doesn't matter if you don't have relationships with
(25:09):
your clients, if you don't have relationships with your caregivers,
then you don't have relationships with your staff or your
referral partners. You're sunk. There's only going to take you
so far. Spending money on indeed, is only going to
get you so many applicants, and it's not going to
guarantee you they show up. You could spend a fortune
on these lead generation services, it doesn't guarantee you that
(25:33):
a client's going to come to you. And unless you're
taking good care of people and you're building relationships and
showing value, you're not going to be able to create
predictable income, which is the key to any business. Okay,
think about this focus on that and it applies to
all aspects of your business. All right. So our third
(26:00):
and final question for this morning before we start taking
live questions, all right, is right here, just starting out
without a lot of money, how should I start marketing?
All right? I gotta tell you hands down this excuse me,
(26:22):
I'm just plugging in my laptop here before we get
cut off due to no battery. But hands down, this
question has to be the most asked question that I get.
All right, and people want to get creative, and people
(26:42):
want to hear all sorts of stuff, and everybody, unfortunately
wants the easy button. Okay, let me let me tell
you guys something. There is no easy button. I don't
care if you are a brand new agency just starting out,
if you got licensed two three years ago and you
haven't done anything with it, or if you are like
(27:05):
some of my clients that I'm currently working with, their
doings anywhere from one to four million dollars a year.
They all have the same problem. Okay, marketing, marketing, marketing. Look,
the fact is you got to do it. That's all.
You're either going to, you know, come in and you're
going to have everything properly set up because you're well
(27:25):
funded and you're going to get out there and do it,
or you're going to pay somebody to do it. Okay,
but at the very least it needs to be done.
Are you nervous? Probably most home career agency owners aren't
good marketers. And please don't lie to yourself. You're you're
probably not a good marketer. All right. Marketing is a skill.
(27:49):
It's not a talent. It's not something people are born doing.
It's a skill. You have to have the right personality
and you have to have the right outlook in life,
but you have to do it. Look, if you have
zero dollars to your name, go and borrow one hundred bucks.
Go to Vista Print, get some business cards made up
and order about fifty pens. Okay with you with your
(28:12):
logo and stuff on it. Start there, go to facilities.
Don't do it stupidly. Okay. This is one of the
big things that people where people make the mistake. And look,
if you go to our YouTube channel, okay, here's the link. Okay,
so if you go to our YouTube channel, you're already
(28:33):
watching us on YouTube. I'll post a link to it.
But one of the key things, and this is probably
the number one mistake people make. Look, you know where
your clients live, you know your area, and if you don't,
you know, hey, give me a call. We can we
do territory viability analysis, optimization analysis. You know. But you
(28:54):
got to know where your client lives. If you don't,
what are you doing. How are you going to market
to a group of people if you don't know where
they are? If you want medicaid clients, why are you
going into the houses, the multimillion dollar homes? You know?
If you're going you know if you're let's put it
this way, if you're going to go and sell solar panels,
(29:19):
would you do it in a place that gets no sun?
You know, it's the same concept. It's the home care.
You need to find the right neighborhoods. Who are you
looking for? What you know? You're looking for sacred people,
you're looking for healthier people? Are you looking for twenty
year olds? Look? Decide, figure it out, figure out who
(29:40):
your audience is, figure out where they live, and then
go to the places that service those people. It's not
overly complex most people. Depending on whether you live in farmland,
you live in the suburbs, or you live in a city,
you're going to live somewhere between two and twelve miles
(30:02):
of a hospital. That's it. So if I know the neighborhoods,
if I have an idea, like even if I'm wrong
and I'm just guessing, but the neighborhoods where I think
these people live, I'm going to go to the hospital
and then I'm going to go from the hospital. You're
going to strike out at the hospital, by the way,
but you have to know where it is, be aware
(30:23):
of where it is. Just drive around. There's people around
there that service the hospital. You're going to see home
health agencies. You're going to see hospice agencies. You're going
to see independent living facilities. You're going to see assisted
living facilities. You're going to see doctors. You're going to
see attorneys, wealth planners, accountants, all of these people that
are near where the hospital is. Because guess what, those
(30:47):
people are going after the same clients you are, and
the hospital is just a good benchmark, you know. So
figure it out. Okay, figure it out, Get out there,
go meet people. If you're struggling, just do it. Look
what do you need one client, two clients to get started?
Get that confidence built up? Figure out your magic number?
(31:10):
How much money does your business need to stay in business?
Not talking about paying yourself? What do you need to
stay in business? You know? Then take it a step further.
What do you need to hire a part timer? What
do you need to hire a full timer? How much
money do you need in order to hire a marketer?
(31:31):
If you're not comfortable doing it, you got to do
it well. Business takes time or it takes money. If
you're not willing to spend one or the other, you're
spinning your wheels. Okay, so get out there and market
or hire someone to do it. If you're going to
do the marketing, you got to hire somebody to run
the internals of your office. If you're going to do
(31:51):
the internals of the office, you got to hire a marketer. Eventually,
something's got to give. You cannot do it yourself unless
you have figured out how to clone people legally and
you can split yourself into two people. You got to
do something. But it all starts with understanding the basic
understanding of who is your client? Okay, Now I'm gonna
(32:14):
go step further with that. If you are medicaid, not
every poor person over sixty five is your client. Okay,
some people are, some cases are easier to staff than others.
Figure out where your caregivers live and you'll have easier
time finding medicaid clients. Figure out where where you're figure
(32:37):
out where your clients are, all right, and you're going
to figure out where how far your caregivers are willing
to travel? Are your caregivers willing to go into the hood. Look,
let's call it what it is. I started in this industry,
you know, working medicaid, talking about almost thirty years ago.
(32:59):
At this point, you know, I was a kid. I
had no fear. I didn't care because I was a kid.
But I quickly found out there are places in the
hood your caregivers will not go. That's it. You know,
They're just not going to go. And what are you
going to do? How are you going to serve as clients? Okay? So,
(33:23):
and the same thing works the other way if you
are a private pay agency, if that's who you're focusing on,
define private pay all right, let's call it what it
define private pay? What does prime? As a matter of fact, Look,
those of you watching live, leave it in the commet.
If you're on the you're watching the replan on YouTube, again,
leave it in the climb. How do you define private pay?
(33:46):
All right? Does private pay to you mean just somebody
who has long term care insurance? Does private pay to
you mean veterans benefits? Okay, because for some people that's
what it means. Does private pay to you mean that
client that's one that really wants twelve to twenty hours
a week? Does private pay mean forty to sixty hours
(34:07):
a week? Self pay no insurance? That's all right, Lashawn,
thank you? All right? So yeah, self pay no insurance,
that's a great place to start, Okay, But now let's
define it further. Who's your client? Okay, So what do
I mean by that? All right? Let me let me
explain what I mean before before anything, because that's that's
(34:30):
probably a more confusing question than anything else. So there
are different tiers of people, okay, when we're talking about
when we're talking about private pay clients you have, yeah,
just like you have different types of businesses. And I've
talked about this in other videos and other trainings. If
(34:52):
you're if you haven't seen again, if if you're in
the Facebook group, take a look in the group, look
for the links to the YouTube channel. All right, there's
videos on this. But there's three basic types of business owners,
which also means they have three basic types of clients. Okay,
you have your bargain shopper. Okay. Personally, that's a race
(35:13):
to the bottom. I don't like that as a business
model and as a pricing strategy. Okay, but there are
people who who really, like I mean, they got more
money than God and hate to spend a penny of it,
and they will go and if they find somebody that'll
do it for a nickel less than you they will
do it. Okay. That is one type of client. If
(35:33):
that's who you want, hey, by all means I'm not
knocking you knock yourself out. Go after them, all right,
and all you gotta do is be the lowest person
price in the market as long as you can stay
in business. Cool. The second type of client is your
competitive client, that is your value shopper. Okay. These are
the people that will actually take a look and say, okay,
(35:54):
well these ten agencies do the same, but this one
charges a dollar more, this one charges a less, this
one's right in the middle. Who do I really want
to go with? And then they'll start asking questions to
see which is going to give them their money's worth
in their mind. Okay, and that's cool. You know that's
most of your businesses. I'm gonna say that's probably eighty
percent of your private pay agencies out there operate like that.
(36:18):
They all do the same thing. They all have the
same caregiver. Hell, if I call ten caregiver agencies in
your area, the odds aren't going to get the same
caregiver like three or four times. Okay, And it's just
what it is. Okay. There's again, nothing wrong with that.
But if that's what you're looking for, then that's there's
different ways you're looking for these people. And then there's
(36:39):
you have the people that they don't care. Money's no object.
I want to I want the best. I love my
mother more than I love myself, and I don't care
if I got to work three jobs to get them.
They usually don't work three jobs. They usually have different
funds and assets. But we're talking about the premium client,
that premium caregiver. Look. It's one of the things that
(37:02):
when I work with people one to one on pricing,
strategy and on marketing and all of this stuff, the
reality is this, Okay, decide what you want to do.
Do you want to offer competitive pricing and premium pricing? Cool? Look,
I I've got clients that in their market, twenty six
(37:23):
to twenty eight dollars is normal price for caregiver agency,
and they have packages where they're charging fifty sixty bucks
an hour. Okay, it depends on what you want to do.
Who are you going after do you want to offer
that higher amount? And it all comes down to and again,
making that conscious decision of whether or not you really
(37:43):
want to grow and expand. Number One, and number two,
do you really want to fight with people? Let me
tell you. Okay, if I sell a service, if I'm
a mechanic and I do oil changes, Let's say, for
you know, ten minute oil change for fifty bucks, and
everyone around me does ten minute oil changes between forty
(38:03):
eight and fifty two dollars. That means that's the bulk
of the market share. It also means that it is
the bulk of the customers. So how many people do
I have to compete with to get the same number
of clients? If I live in an area with one
hundred thousand people and there's twenty five thousand cars in
that area and there's five thousand, you know, five thousand
(38:31):
competing quick loops, great, that means I have one in
five chance of getting any client. But now let's say
I'm a premium service. I do a thirty minute oil change.
It takes a little bit longer, but I also will
change your transmission, fluid, check your brakes, clean your winds.
She'll do all this extra stuff. You know. Hell, I'll
make you breakfast in bed while you're waiting for me
(38:51):
to do all this to your car. But I'm going
to charge you two hundred dollars for it. Now you
have a lot less people willing to pay two hundred
bucks than they were willing to pay fifty dollars, And
that means I'm probably going to only have one or
two competitors, if any, in the area. But those people
that want that extra service, they want that high touch,
(39:11):
they want that premium, they have less to pick from.
So it increases my likelihood of getting these clients. All right,
So I hope that makes sense. I'm not saying move
into that premium range right from the door. I mean
you can if you're well funded enough. What I am
getting at is that you want to take your existing
(39:35):
client base and have a competitive package something where you
can't sustain your business and keep the doors open. Okay,
but you want to also understand that some of your
services you can sell for a little bit higher you
can package. So does that mean that right from the
door you're going to do this. No. What this means
(39:56):
is that you have to understand who you're going after,
what you're offering them, where your caregivers are willing to go.
Take this information and then find where those people live,
work backwards, what hospital services those areas, what facilities or
(40:17):
secondary and tertiary services service to hospital and then go
market to them. If XYZ hospital their primary hospice, or
let's say their primary home health agency is VNA the
Visiting Nurse Association. Great, great, let's go and target that VNA.
(40:41):
So are we able to get those people or no,
this is a different thing. Now the technique comes into
play here. But let me tell you, I have seen
some terrible, terrible, terrible salespeople open up agencies like they're
great nurses, they're great caregivers, they're great operations people, but
they are awful marketers. But you know what they weren't
(41:02):
They weren't scared. Okay, they were persistent, they weren't scared.
They weren't lazy. And you know, I hate to put
it this bluntly, but most of the people that I've
worked with over the years and personally, I have helped
open well over one hundred agencies from scratch, and I've
worked with probably about two to three hundred agencies that
are well established. And there's a few things that are
(41:30):
hold on a second, just check if anyone knows about
Medicaid billing personal No, this is not this group. I'm sorry,
focuses George on private pay for the most part, and
we're just generally talking about how to get started with sales,
all right, So sorry, I'm sorry we can't be of
(41:51):
more help. You can post a question into the group
and see if somebody else will answered be able to
answer that for you. So the the point is that
once you understand who all of these who your people are,
where your target is, you know, and again, some of
the best home care agency owners they weren't lazy, they
weren't scared. The whole thing is you if you're afraid,
(42:13):
you're not going to get out there in the first place.
You have to get over it, okay. And the other
thing is if if you aren't afraid, but you're lazy,
you're going to have problems also, all right. So what
this means is it does nothing for me to sit
(42:33):
in my office. I could be the best salesperson in
the world. I have the best product in the world.
If I don't get out there and people don't know
I exist, I'm never going to sell a thing. You know,
if you're not sure. If you are, if you're ready
to go out there and sell your service, do it anyway. Okay? Oh,
(42:54):
you don't have enough caregivers to serve as a client.
You don't need that many. As long as you confident
you can find two caregivers, three at the most, you
can get started. Because here's the thing. Let's let's give
you a best and worst case scenario all at the
same time. You open your doors. You go and visit
a facility. That facility says, you know what, I like you,
(43:17):
you you you seem like a genuine person to me,
and I'm gonna take a shot and I'm going to
give you a one hundred and sixty eight hour a
week client. That means twenty four hours a day, seven
days a week. Yeah. Yeah, I love being in the
field too. It's one of the best feelings in the world.
(43:37):
And you know, so I feel you there, you know.
But the twenty four hours a day, seven day a
week client, that's a best case scenario, right. That's like
sixteen seventeen thousand a month, depending on your bill rate.
But here's the thing, it also needs about six caregivers
minimum to run it efficiently. To do you take the
(44:00):
case right out of the gate or not? Are you
confident enough to do it? Well, here's the thing with
that Okay, you you might not have enough, but can
you find one caregiver? Can you cover that first shift?
I wouldn't say no. All right, can you yourself if
(44:21):
you have to cover one of those shifts? Sure? Well,
you only need two to three caregivers to get that
case started. Do you not know other home care agency owners?
Can you not call in subcontracts? Tell them? Hey, listen,
I'll pay you twenty two dollars an hour for a
twenty three dollars an hour case. Who cares if I'm
making a dollar an hour for eight hours? You know what,
(44:43):
though I'm building the client, I am not you not
nothing like that. Your caregivers will not take my client.
And this is how it is. You just have to
be smart about it. And this is all comes down
to strategy and everything else. All right, So I I
know I over explained the question and everything else. So
(45:04):
I'm going to open it up. I have about nine
minutes before I gotta go. Does anyone have any questions
on any of this? You know, just go ahead leave
it for us in the comments. You know, if you're
watching this live, if you're watching it, I'll I may
not be able to answer because it won't be live
anymore if you're watching the replay, all right, yeah or yeah.
(45:31):
It's actually something that most people are afraid to do
because they're so afraid of losing clients. But I'd rather
lose one shift on a twenty four hour case, you know,
then I'd rather lose that one shift on a twenty
four hour case than lose the whole case. Because even
if even if you're looking at, you know, sixteen thousand
(45:53):
dollars a month client, I'd rather walk away with twelve
thousand of it than zero. Yeah, that's just basically works subcontracting.
You know, I'm assuming you're asking about what I was
just talking about. How do you subcontract an agency? Find
an agency with other caregivers. You signed the agreement with them, Okay,
that's really what it comes down to. They become you
(46:16):
become their client and not your client. So basically you
tell them, I need a caregiver agency to cover from
ten pm to seven am, just for argument's sake, you know,
I need that covered on Saturday and Sunday only. Just again,
I can't find people for that time. Great, they you
contract them. They're coming through from your agency. You set
(46:39):
it up in a way you write a non compete.
You make it so that they cannot just go and
solicit your client. They can bring the caregivers there. They
could bring their own nurse if they really wanted to.
It's cool, both nurse can both go toget the same
time that they cannot actively solicit your client while they're
working with you. Now, if you can't cover more than
(47:01):
one shift and you want to cand over and transition
the client to them, that becomes your choice. But my
suggestion is if you're going to do an arrangement like that,
you do it for a short amount of time. You say, hey, listen,
I just need caregivers for the next two weeks. You know,
I don't care about giving you the profit for the
hours they work. But it's only for two weeks, and
then you bust your behind trying to find the caregivers.
(47:24):
All right, that's generally how it goes. You want to
create an agreement with them. I think your basic your
basic service agreement for private pay will work most of
the time. At least it has in my experience. And honestly,
this is one of those things where you're only going
to get burned once. If my agency burns your agency
(47:45):
and you come back to me a second time. There's
an old expression, you know, fool me once, shame on you.
Fool me twice, shame on me. And that's really what
it boils down to, you know. In the in the military,
there's another expression. You know, once it's an accident, twice
it's coincidence. It's a third time it's enemy action. That's
(48:08):
another thing to keep in mind. So if you continually
get burned, that's up to you. But it's really simple.
Good contracts, a solid service agreement will help you get through,
you know, and a good relationship it will help you
get through even more. This is why you cannot look
at your competing agencies in your area as your enemy.
They are not your enemy. Look, you know, LASHN for example,
(48:33):
you could have one hundred and fifty agencies in your
area and walking distance and it doesn't matter. There's one
thing that not a single one of those agencies have
in the area, and that's you, you know, And that's
that's really what it boils down to. No matter what
look I there are well, since COVID there are about
two hundred people that claim to do something similar. Many
(48:55):
of them are scammers. Many of them are are solid
business people. But you know what, not a single one
of my competitors have me. And it's the same thing
works vice versa. I do not have a single one
of my competitors working for me, So it's every not
everybody's for everybody. Okay, So I'm not the right fit
(49:15):
for some of some people to come ask me. I
believe me. I turned down probably about ten to twelve
clients every month. You know, it just doesn't We're not
a good fit. You know, my personal line doesn't match
mesh with everybody. You know, exactly exactly, Sarah, You have
to Collaboration is always going to be the best way
(49:38):
to do it, you know, but you have to understand
who it is is the person solid, is the person
a scammer? You know. My my big thing is, like
I said, like I said a moment ago, You're only
going to fool me one time. You know, if you
fool me a second time, that that's my fault, not yours.
So so the same thing works in home care. I
(49:59):
don't care if I am a visiting angels and I
go to home helpers down the street. As long as
we're solid, respectable business people that are what we're about great. Great,
then we're not going to have a problem. It's going
to be an understandable working relationship. You know, today I
might have more caregivers. Tomorrow, you might have more caregivers. Today,
(50:20):
I might get a client that's not a good fit
for me, but it's a great fit for you. And
now I've become your referral source. That that's actually one
of one of the especially if you've got a franchise
near you and you're an independent owner. That's that's actually
a great thing to do because sometimes, like you like,
(50:40):
let's say home helpers, I'm just using them randomly, No,
nothing in particular, you know, you know, the the fact is,
let's say they have an office locally and there's not
one in the territory that you're trying to service. Hey, great,
they may not have a home helper's near you, and
(51:01):
they might just give you the client and yeah, Lashawn,
you use another agency, call ourselves sister agents. That's that's
a great approach. Nobody nobody loses out when there's collab,
when there's good collaboration. Okay, let me go back to
Sarah's point there. When you have good and solid collaboration
(51:21):
nobody loses. Okay, all right, So three more minutes, final question, comments, concerns,
anything like that. All right. So, while we're waiting to
see if anybody posts anything, just a quick reminder, please
feel free visitors at the brionnasgroup dot com if you
need any assessments trainings we do have. We're gonna be
(51:43):
announcing this week a live in person training class in Indianapolis.
All right, Well, in the Indianapolis area. I'm gonna only
be opening up about twenty seats to this class, and
it's gonna be first come, first serve. There's gonna be
a whole bunch of bonus stuff, and you know it's
gonna be pretty good money for the value. Keep an
eye out for that. Okay. Other than that, you know,
(52:08):
you guys, have a wonderful day and join us again
next Saturday morning. We're gonna be doing this again regularly,
and even if I am not able to do it live,
there will be a session recorded and post it into
the every Saturday morning at nine point thirty. This is
we were doing it for a while because we were
relocating from New Jersey to Indiana. We we have kind
(52:32):
of put it off for a while, but we're back.
We're answering your questions. Please, if you're in the group,
submit yeah, thank you Sarah. If you're in the group,
please post questions. I do will answer them. If you
can't make it to the live session. If you can
(52:52):
join us on the live session, you know, hey that
you know, that'll be fantastic. We'd love to have you
and we'll you know, we'll see again next Saturday. Oh,
here we go. How do you price? Where are where
are we? Some caregivers want more to service than oh okay, yeah,
So how do you price per COVID pace? All right?
(53:16):
Typically it's a hazard pay. And what I have seen
industry wide is people are charging anywhere from twenty five
to fifty percent above their rate. But you have to
be transparent about it. And if you are going to
charge more, you got you got to make sure. Typically
you want to do twenty percent above what the caregiver
(53:37):
is asking. So, like, let's say you're paying just for
simplicity's sake, you're paying your caregivers ten dollars an hour,
they want fifteen. All right, you want to you want
to increase your price by about seven dollars so that
you can cover the payroll expenses at a minimum. Okay,
that's typically how it goes. There's a lot more to that,
you know, because there's market market impact, and there's you know,
(54:01):
there's a lot of other things when it comes to
you know, your state taxes, everything else. So as long
as you know what your employer burden is, it's typically
nationally anywhere from eighteen to twenty two percent of your payroll.
So as long as you charge above that, you're fine.
If you want to make profit on top of that.
(54:22):
So instead of charging let's say twenty percent above, you
might want to do twenty five or thirty percent above.
So this way you can make an extra dollar or
so an hour in profit. All right, So hope that
answers everybody's question. That is it for us. It is
now ten thirty Eastern time, and it's time for us
to go. You guys, have a great rest of your
weekend and enjoy your Labor Day holiday if you are
(54:44):
not working, Let's catch you all guys next time.
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