Hiring Tips for the Home Healthcare Industry

By Beth Kempton,
April 27, 2017

The home healthcare industry is projected to be one of the fastest-growing industries over the next decade, growing 5% and adding 760,000 new jobs by 2024, according to the U.S. Bureau of Labor Statistics. However, workforce shortages and turnover are among the top threats the industry faces as it looks to keep up with job growth and continued demand for home healthcare workers.

Recruiting and retaining quality employees is a constant challenge in the home healthcare industry. But by improving your recruiting and hiring process, you can find top notch home healthcare workers who are not only eager to join your team but who want to stay there over the long term. We’ve pulled together some tips on building your best home healthcare team.

Write A Compelling Job Description

To overcome the workforce challenge in home healthcare, an effective job description can make your home health business stand out and help you attract quality candidates. First and foremost, the goal of your job description should be to show what your company has to offer.

In your job description, point out the advantages of working for your home healthcare business, such as flexible scheduling, competitive pay, tuition assistance for those pursuing nursing degrees and more. In addition to highlighting benefits of the role itself, provide a company overview highlighting awards, growth numbers, community involvement, and more. Your job description is your chance to get potential employees excited about the possibility of working for your  company by highlighting what makes you a great employer.
Whether you’re looking to hire an entry-level personal care aide, certified nurse, or any other home healthcare employee, you should also list any baseline requirements, such as certifications, in the job description. This can help you eliminate any unqualified candidates before it even comes time to review applications.

Ask The Right Questions

A candidate might look like the perfect fit on paper, but the interview process is what really makes the right candidate stand out, and helps you weed out candidates who aren’t a fit. As a home healthcare worker, certifications are a key requirement but each employee’s attitude and personality is just as important. Ask questions such as, “Walk me through the first visit with a new client and his or her family. How do you get to know the client and better understand their needs?” or, “Can you tell me about a time you had a difficult client and how you handled it?”  By asking such questions, you can get a better understanding of whether or not the candidate is compassionate, personable, and capable of making connections with clients.

Complete Reference and Background Checks

Your employees will have have clients’ lives in their hands, so background checks and references should be among the most important steps in your hiring process. Make sure the information your candidates share during the screening process is accurate, as more than half (56 percent) of employers have caught lies on resumes – and you don’t want any of your employees to end up being a liability due to misinformation. Complete background checks to verify education, driving records, certifications, criminal history. Driving records are particularly important in the employee will be transporting clients to and from appointments. Once a candidate passes a background check, follow up by reaching out to references, which can give you insight into how well the candidate has worked with clients in the past.

Regularly Check In With Employees

Home healthcare work can be challenging and stressful at times. Make an effort to regularly check in with employees to see what’s going well and key areas for improvement. If a top employee seems burned out or overworked from working with a particularly stressful client, consider switching up his or her schedule to keep the employee on board. And if you receive feedback from an employee that he or she is struggling with a specific task or responsibility, use this as an opportunity to offer some extra training. Not only will customized training lead to happier employees, but it will improve overall client care in the long run.

As the Baby Boomer generation reaches retirement age – and a whopping 95 percent would prefer to receive in-home care as opposed to staying in nursing homes as they age – the home healthcare industry shows no signs of slowing down. To keep up with the demand for workers and build their best teams, home healthcare businesses need effective hiring and retention strategies in place.

About the Author

Beth is the content strategist on Hireology’s marketing team, responsible for creating compelling blog posts, eBooks, marketing materials and other content. Her background includes five years of experience at a B2B digital marketing agency, where she crafted content for a variety of clients, including several in the HR technology space. Before beginning her career, Beth attended Loyola University Chicago, where she studied advertising and public relations.

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