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Three Reasons You Should Pre-Qualify Your Caregivers

 

Have you ever drafted up an offer of employment for a caregiver that you have spent the last two weeks interviewing who exceeded all of your expectations? Maybe this person seems to have a true passion for this line of work and even has some impressive experience to back it up?

 

The offer letter was sent out and signed almost immediately by the candidate. You schedule their initial orientation for a week later and make all of the necessary arrangements, which takes countless hours away from your day. The orientation takes place and you are confident about the new caregiver you have added to your agency. However, completely out of the blue, your caregiver quits a month later. Has a situation like this ever happened to you?

 

With 57% of caregivers leaving agencies within the first three months, agencies have to focus on caregiver retention more than ever. Adding up all of the efforts needed to bring in a caregiver, it costs an agency nearly $2500 each time a caregiver walks away. This turns into not only a fiscal issue, but a waste of time as well. There are ways that can help deal with these issues. Specifically, there are solutions that help to more easily identify qualified candidates and reduce the time of your hiring process. Agencies have begun to implement pre-employment testing in their hiring process as a way to clearly see which candidates are dedicated to this career path.

 

Here are the top three reasons why you should consider pre-qualifying caregivers:

 

  1. It’s More than a Test, It’s an Opportunity

Realistically speaking, there are few people out there, if any, that can say they thoroughly enjoy taking tests. But, what if you position it as much more than just a test? This is an opportunity for your agency, but more importantly, your potential caregivers.

Many caregivers value continued education, so offering an outlet for caregiver education will encourage your candidates to feel valued by your agency. Positioning a pre-qualification test as an opportunity to gain new skills and earn a new certification will allow caregivers to further their education and career.

 

  1. Identify the Caregivers Who Are Serious About This Profession

If a candidate does not complete the test during the hiring process, it is indicative of their work ethic. In other words, it can give you a greater understand of the candidate than solely a face-to-face interview. Also agencies should want to hire caregivers that respect their hiring process and are interested in taking a test to further their education. This can help agencies identify the potential, or lack thereof, of different applicants.

 

  1. Reduce Length of Hiring Process

With such high turnover for caregivers, anything that will help reduce the length of the hiring process will be beneficial for an agency. Asking for a pre-qualification test will filter through to the applicants that are more serious about the position. Agencies can focus on only conducting in person interviews for the best candidates, which will not only shorten the hiring process but potentially lower the amount of times this process has to be conducted monthly.



It is important to note that pre-qualification testing must fall within federal and state jurisdiction. If you decide to implement this within your hiring process, ensure that you cross-reference all laws and regulations to ensure it is being completed justly. While there may be a few hoops to jump through in order to offer a pre-qualification test, it can assist your agency in hiring only the most qualified and committed caregivers, while simultaneously increasing your retention rate.

 

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Being a family caregiver can be deeply emotionally satisfying. At times, it can also be stressful and overwhelming. Caregiving is a big commitment and older adults may need a wide range of different types of assistance.