At the tail end of the pandemic, home health and hospice environments remain shocked by the underemployment of qualified professionals. The scarcity of staff has remained constant throughout the pandemic, reaching a climax of noticeable side effects in 2022.
Addressing the dissatisfaction of post-acute professionals is an absolute necessity. To thoroughly address the issue of understaffing, employers must approach it from a different angle. Increasing recruitment measures is a good start, but the root of the problem lies in the tendency toward burnout and quick turnover that exists in post-acute care. To weather this storm while navigating the new era of clinician excellence in home health and hospice, employers need to focus on employee retention and alignment.
Understanding retention-based recruiting
Retention-based recruiting is a strategic approach that prioritizes hiring candidates with the potential for long-term commitment and engagement within an organization. Rather than focusing solely on short-term needs or immediate skill gaps, this approach aims to identify individuals who not only possess the necessary qualifications but also demonstrate a strong alignment with the organization’s values, culture and goals. By proactively seeking candidates who are more likely to stay and thrive within the company, retention-based recruiting reduces turnover rates while creating a stable workforce.
Retention-based recruiting offers several benefits for organizations. First, it enhances employee engagement and productivity while fostering a deep connection among members of the professional team. When employees feel a sense of belonging, they are more motivated and committed to their work, resulting in higher levels of job satisfaction and increased productivity. Second, this approach reduces turnover costs. High turnover rates are detrimental for businesses due to recruitment expenses, lost productivity and the excess resources required to train new workers. By selecting candidates who are more likely to stay long-term, retention-based recruiting slashes turnover rates and associated costs. Lastly, this approach improves organizational culture and alignment. By hiring individuals who agree with the organization’s culture, employers enhance team dynamics while creating a positive work environment. Overall, this approach creates a more coordinated, satisfied, and productive team.
The Difference with Retention-Based Recruiting
Retention-based recruiting requires a more hands-on method, focusing on values and motivations while prioritizing genuine relationship-building during the scouting and onboarding process. Retention-based recruiting differs in the following aspects:
- Depth of review: While traditional recruiting often emphasizes qualifications and technical skills, retention-based recruiting takes a broader view. It considers the candidate’s values, personality traits, and career aspirations to ensure a more holistic fit.
- Cultural fit assessment: Retention-based recruiting invests in deep focus on a candidate’s compatibility with the company’s culture. By evaluating how well a candidate aligns with the organization’s values, work environment, and team dynamics, employers can better predict their long-term success and engagement.
Overall, retention-based recruiting provides employers with a cutting-edge difference in consideration practices to acquire a fully qualified, satisfied workforce. Considering different avenues of recruitment and assessment for prospective hires provides a transformative solution to the industry-wide problem of burnout and shortage.
*Read the full article on HomeCare Magazine - Retention-Based Recruiting Offers a Path Forward (homecaremag.com)
This blog was originally published as "Leveraging Retention-Based Recruitment for Future Success" by Harper Dion on October 31, 2023, for Maxwell Healthcare Associates. The Maxwell TEC editorial team has since updated this article to ensure accuracy and relevance.
