By predicting the performance of your caregiver candidates you’ll cut down on your caregiver turnover simply by hiring people that have what it takes to be good at the job. And as you’ve probably learned over the years, looking at past experience really can’t tell you if the candidate is any good at the job.
Let’s face it, we’ve all been fooled during the interview process by that “perfect candidate”.
It’s no wonder when you consider that many recent studies on the validity and utility of selection methods found that, by using an unstructured interview alone, you’ll be able to predict how well your candidate will perform only 38% of the time.
If you formalize the interview process by switching to using a structured interview process, you should be able to predict how well a candidate will perform 51% of the time. Better, but not by that much really.
Especially when you consider that the Personal CareGiver Assessor has a proven accuracy rate of 83+%. BTW – This has been confirmed by an independent research firm.
Here’s a real life example of what the difference is between relying on just an interview and adding the CareGiver Assessors can mean to you.
Recently, one of our clients decided to pass on an elder caregiver candidate.
The candidate interviewed very well, so the client decided to have her complete the Elder CareGiver Assessor.
The Elder Giver Assessor showed some areas of caution that needed to be looked at further. As a result, our client decided not to hire the candidate.
A couple of months later there was a television news story that mentioned that caregiver. It seems that at her next job, she decided to write herself 2 company cheques totaling $240,000 and deposited them in her bank account.
If the client had relied solely on the interview, who knows what damage the caregiver might have done to his business. He is so glad he passed on hiring her.
A great example of the old saying “an ounce of prevention is worth a pound of cure.”
When you know how a candidate will perform, you’ll avoid hiring under-performers. That automatically leads to lower turnover because you don’t need to replace them as often.
Having poor performers work for you demotivates the good performers. Under-performers complain about everything. So what happens? The good performers leave because they can’t stand the environment. They’re no longer happy. So now you’ve kept the poor performers that complain about everything and lost all the good people. As a result, if you do manage to be lucky enough to hire a good caregiver, they’ll leave pretty quickly because they can’t stand the environment.
In all likelihood, because you’ve lost your good caregivers and kept the bad, you’ve also probably lost one or more clients as well.
Clients of any elder or child caregiver business, want consistency in who they deal with. They dislike dealing with a new caregiver every time they come in.
Walk-ins will pick up on an unhappy environment right away. If you have a prospective customer that doesn’t like the atmosphere, how likely will they be to place their precious child in your care? And your prospective customers WILL pick up on the atmosphere of your business.
I’m sure you’ve walked into a business and felt uncomfortable right away. I pick up on it right away often walk out of the business right away without looking at anything.
And these are just the obvious costs of a bad hire.
Many of the issues that lead to high staff turnover originate in the selection process. They’re not something that DEVELOPS over time. They only BECOME APPARENT over time. That’s why it’s so important to hire the right people the first time… those with the right attitudes and job-specific behaviors, and it is guaranteed that you’ll suffer from high turnover in your location.
You’ve probably heard that every hire will cost you about 50% of their annual wages just to cover the recruitment and on-boarding process. Well, here’s an even scarier number. It turns out that when you take the cost of retention into account for a bad hire, it will cost you over 3 times what it costs for a good hire. Another good example that “an ounce of prevention is worth a pound of cure.”
If you’re the victim of high staff turnover, you have to cure it by changing what you’re doing now. Adding an objective assessment of your candidates before you hire them can only help.
That’s where the science of the CareGiver Assessors comes in. They’re an objective, scientific look at your candidates and tells you, in a very clear, easy-to-use and easy-to-read report, how likely the candidate will perform.
So there you have it. A simple and cost-effective way to reduce turnover and at the same time, slash retention expenses by up to 70%.
The CareGiver Assessors will help you cut your turnover rates by helping you hire the right caregivers.