You have a vacancy in your facility. You advertise to fill the position. You interview people. And then you hope they work out, given the investment you will make in them within the first several months.
For senior care today, the name of the game is to hire qualified staff who will remain with your facility for a very long time. The staffing crisis in senior care, especially among nurses and CNAs, is affecting financial viability and regulatory compliance. Turnover is expensive; it can lead to high utilization of agency personnel.
Our two-part program targets how you ensure that you're reaching the best potential employee pool, what needs to occur during the interview process, and how the first 90 days on the job will either set the stage for long-term employment or contribute to a revolving door of hiring in your facility. We also focus on the relationship between management and staff--critical to staff stability.
