Private Duty: The Impact of Recruiting on Revenue
Are you a home health agency or private duty provider struggling to build census and billable hours? The financial success of private duty is truly an art that begins with recruiting.
Private Duty Financial Success Equation: Recruiting + Retention = Revenue
Referrals and opportunities for private duty services including skilled nurse and home health aide services are endless. Payors are desperate to find services for their patients. How can your agency be the solution for patients, care givers, physicians and payors seeking private duty services? Let’s take a look…
Success Starts with Recruiting
What is your current recruiting strategy? Should you find the case or the staff first?
Assess your referrals and determine the number of hours for both LPN and HHA
- Do your recruitment challenges indicate the need for support of a full-time recruiter?
- If the answer is yes, adding a full-time recruiter can benefit your agency by:
- Allowing a structured and consistent recruiting process
- Improving communication between your agency and potential new hires
- Guiding new hires step-by -step through the onboarding process to ensure no one “falls through the cracks”
- Assist with matching potential new hires to cases to ensure that they are a good fit not only for the potential new hire, but for patients and care givers as well. This improves both patient and care giver satisfaction.
- Allocating manpower that allows your agency to get in front of potential new hires through job fairs, schools, and other potential avenues.
Retaining Key Staff
Revenue success doesn’t stop with recruiting– that is simply the first step. Once key staff are on board, the agency must ensure effective processes and support to retain employees.
What is your training plan?
Upon Hire Remember:
- First impression matter and you must have an onboarding plan in place and training plan for each new hire that is structured to ensure that the employee has the tool that they need for success and that they feel valued and supported.
- Don’t train “blindly”. Have a written training plan and follow it for each new hire.
- Have support or trainers in place so that each new hire has a “lifeline” at all times.
Most importantly, remember as operators that we need these employees more than they need us. This mindset is a starting point for developing recruitment strategies and retaining private-duty employees.
Contact Proactive for assistance successfully navigating recruiting and retention for private duty.
Written by:
Nichole McClain, RN
Principal Consultant of Home Health Services
Contact Proactive to learn more about Five-Star Improvement support services and develop a road map to Five-Star success in 2025.