By Stephen Tweed
One way to grow your number of active caregivers is to re-hire former caregivers who have left, but who you consider to be re-hirable. Our research at Caregiver Quality Assurance shows that there are four types of caregiver terminations, and two of them are re-hirable.
- Poor Hire – a caregiver who leaves within the first 30 days and was not a good fit for the job, the company, or the industry.
- Voluntary Termination – Preventable – This is a caregiver who quits for a reason that could have been prevented.
- Voluntary Termination – Unpreventable – This is a caregiver quits for some reason that has nothing to do with you or your company.
- Involuntary Termination for Cause – Not Re-hirable.
In our Caregiver Quality Assurance Mastermind Group, we’ve discussed setting up a process to keep track of caregivers who have left voluntarily and who may be available for re-hire. Here are some of the steps the group identified:
- Be more precise in maintaining your active caregiver roster. If caregivers have not accepted a shift in 30 or 60 days, move them to your inactive roster.
- Set up a system to measure caregiver retention. This is particularly important to improve 90-day retention.
- Set up a system to keep track of your terminated caregivers and mark them as re-hirable or not-re-hirable.
- Put in place a process to reach out to your re-hirable, inactive caregivers on a regular basis.
This is another way that home care companies can grow their business and get ready for the future.
If you would like to explore effective ways to re-hire former caregivers, and other strategic insights for finding and keeping caregivers, consider becoming a member of a Caregiver Quality Assurance Mastermind Group.