One of the most frustrating aspects that a family faces with other in-home care providers is a high turnover rate. Just when your loved one is settling in to a routine and a specific caregiver, the turnover occurs. We do our best to mitigate turnover through our interview process, background screening and training. Turnover at a professional level still does happen, but not for the “usual reasons” that untrained and unskilled caregivers will give.
We believe that we need to be selective of the caregivers that we employ. We seek out caregivers that are empathetic and understand the needs of your family. We screen caregivers to find the right match for you and your loved one.
All of our caregivers complete a comprehensive skills assessment prior to hire. This helps us identify area’s where they have experience and previous knowledge. It also helps us discover which area’s they may need additional training or potential development.
We analyze and use the results of their skills assessment when making hiring decisions, matching a caregiver to a specific client and identifying training needs.
The third component of our caregiver qualifying process consists the interview process. During this process, we attempt to uncover the real “story” of each candidate and what makes them a potential candidate as a caregiver.
We also verify references, the candidate’s educational background, federal and local backgrounds and driving records. Candidates are required to take a TB (tuberculosis) test and a 10-panel drug screening test before hiring and periodically throughout their employment.
We are firm believers that to provide quality care, we have to be selective of who we recruit and hire. Our candidate selection and hiring process is an expensive one, but we firmly believe our efforts will result in higher levels of satisfaction for you and your loved ones.