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Why an Exceptional Home Health Care Agency Starts with Hiring

August 15, 2019

Recruiting and hiring qualified caregivers is a must for business owners. The cost of a bad hire equates to at least 30 percent of that employee’s annual income, according to the U.S. Department of Labor.

Where does such a significant percentage go? There are many aspects of the hiring and onboarding process that can take a business owner’s time and resources away from operating a successful enterprise. These include, but are not limited to:

  • Time spent reviewing resumes
  • Interviewing
  • Acclimating and training a new employee
  • Effort and resources put into trying to address poor performance
  • Negative impact on team morale and productivity
  • Lackluster client or customer service, resulting in turnover

As a home health care agency owner, the need for reliable, client-focused and compassionate employees makes the hiring process even more critical.

An advantage that a home health care franchise brand like BrightStar Care offers is a robust set of tools, guidance and resources to help franchise owners be strategic about their hiring decisions.

Resources to Help Facilitate Smarter Hiring

Hiring and recruiting technology has advanced significantly over the past decade. Instead of business owners slogging through a highly manual process to find and hire qualified talent, applicant tracking platforms have helped create a streamlined workflow that maintains compliance with brand and regulatory standards.

In 2015, BrightStar Care kicked off a partnership with a Chicago software-as-a-service provider that specializes in hiring and talent management.[i] The tool gives BrightStar Care franchisees guidance on best practices for creating job descriptions, establishing a consistent hiring process and integrating prescreening surveys that help separate the casual applicants from those who wholly invested in working as a caregiver at the local BrightStar Care franchise location.

At the same time, BrightStar Care franchisees are able to independently create a career site localized for their market and agency and leverage multiple online channels – job boards, social media and caregiver networks – to post job opportunities using a single unified platform. In addition, the tool uses machine learning to identify the sources that yield the best quality caregiver candidates.

Heavy Lifting on the Front End of Your Hiring Process Pays Off

In addition to the tools and best practices that BrightStar Care franchisees have access to, there’s an entire network of business owners available to give advice and provide insight into hiring.

Allyn and Michelle Nock, who own a BrightStar Care franchise in Tucson/Sierra Vista, Arizona, are proponents of “hiring slow, firing fast.” They invest heavily in background checks and drug testing all prospective caregivers to ensure the people they hire will align with their home health care agency’s culture. The pair also holds caregivers accountable to maintaining the BrightStar Care’s core values.

Meanwhile, the Nocks are quick to demonstrate how much they value the effort their team of caregivers puts forth. By doing so, the Nocks have earned multiple awards, and one of their certified nursing assistants was recognized by BrightStar Care as Caregiver of the Year for 2018.

To learn more about how the Nocks have been able to create an exceptional hiring process and build an award-winning staff, download our eBook, A Strategic Guide to Owning a Home Health Care Agency – Insights from BrightStar Care Owners.

[i] https://hireology.com/resources/brightstar-care-case-study/