1. Assistance home care finding the best of the best
Who are we looking for – qualities/traits
What will they be doing – dementia care/expectations/skills
Where are they looking for a job (job boards, what stands out, opportunities, benefits, schools, partnerships, etc.)
How will we stand out/support them/find the best/retain our employees
Why – should they choose us? – should we choose them? – are they called to serve?
We have to look through a lens – how do our caregivers perceive us & how do we show our mission in all that we do. The bigger picture – serving our community, a community that is living longer & needing more support. A community that shaped who we are and will guide our future. A community that is shrouded in confusion & at times, frustration -- but ultimately needs the most love, support, and comfort. A community that we are called to serve – to help aid in the process of aging with compassion, dignity, and respect.
Assistance home care finding the best of the best
Recruiting the Best Dementia Caregivers: Who, What, Where, How, Why

2. Who: Top qualities of an excellent caregiver
Empathetic
Dependable
Patient
Strong
Flexible
Knowledgeable
Compassionate
Enthusiastic
Initiative
Before we can talk about where to find the best candidates, how to attract them to our company, and what they are looking for – we must first know who we are trying to find. Our job to to be an advocate for our client – to work to find only the best of the best to ensure the safety & satisfaction of our clients. If we can paint a picture of the best possible person (other than their loved ones) to provide service and care to the clients, then we can better understand how to obtain and retain these wonderful people. Let’s start at the beginning …
Empathy
Dependability
Patient
Strength
Source:
Competitor (out of State):
Advertising / Marketing sources:

3. Purposeful Specific Compelling Honest Discover: Mission Motivation
Start with: why
Purposeful
Specific
Compelling
Honest
Why?
When unemployment rates are low, we must rise above other companies/facilities/agencies. Our candidates need to connect – people connect to ideas, to missions, to movements. Job loyalty is a thing of the past – with over 700 home care agencies in our area alone – loyalty is not a needed quality for employees. However – if we can connect our candidates to our MISSION, to our REASONS, & if we can take them on a journey and share our successes with them – they will connect.
According to Forbes Magazine, there are 4 characteristics of a strong elevator pitch from an employer to a candidate – in essence: 4 characterizes of a strong recruiting department:
Purposeful – Bottom line –: What is their purpose? Why do they do what they do? Truly listen, celebrate where they have come from, share with them that what they do matters. Listening to, not just listening for what we want to hear. what we do needs to matter, and it needs to be easy to explain and easy to see a future in – our Care Pros needs to be able to connect with us from that first interaction, they need to know that we truly care.
Specific – We have a plan for each and every employee – sometimes we are casting a wide net, but most of the time we know the specific details. Get them excited about their potential. Explain WHY they would fit with our cases.
Compelling –
We want to ensure that every candidate feels comfortable and feels ready to be open and honest – it’s ok that they aren’t perfect, neither are we. Give them hope, empower them to do well.
We must speak to our candidate directly – talk to them, make them feel connected to our mission, our conversations, our people. Interviews are not just a task – they are the chance to change someone’s – our client, our employee, our families.
Truth – We must be honest, truthful, and open. Employees will be drawn in by our mission, but they will stay when our actions support this mission.
How?
What?

4. How will we stand out? How will we get the best of the best.
Now we know who we are looking for – we know what they will be doing – we know where they will be finding us … now we need to learn HOW To stand out.
Be specific with our ads – speak to our ideal caregiver … tell them what they are looking for so that they don’t have to spend time finding it.
Davis & Delany has proven that if we tell the candidate was they want and need to hear, they will apply at a higher rate. In today’s society – people want accurate, simplified, and easy to understand information.
Days, hours, job title, pay rate – give them what they want to hear, grab their attention. We have 8 seconds to make an impact – 8 seconds for a candidate to decide if they are going to apply or not – 8 seconds for our first impression.
Reply within 24 hours of receiving the application – even if its to schedule an interview at a later date – continue the momentum – keep up the energy
Listen
Connect
Celebrate
How – will we stand out?

5. What: Dementia Care Needs of the Client
Responsibilities of the Caregiver
Love, Support, Accomplishments, Overcoming barriers
Confusion, Memory loss, Decrease Reasoning and Judgement, Incontinence
Provide guidance & care, encouraging independence
Personal Care, Ambulatory Exercises, Meal Prep, Companionship
IT IS OK TO SAY NO!
Think about your best care giver, the one that you can always count on – the one that consistently goes above and beyond – the one you would want to care for you. During each interview, be confident in your decisions – trust your instincts. It is ok to say no to a potential Client. Think about what our clients need and what our care givers will be doing. It is ok to say no – at AHC, we only hire 1% of those that apply. Trust your gut!
Employees, families, care teams rely on us to be honest, trustworthy, and set truthful expectations. In order to set everyone up for success, we need to share the good the bad & the ugly (within reason).
The best caregivers will embrace each of the highs, lo’s, and in-between’s and do their very best to remain steady and consistent. Setting a clear expectation and goal for these caregivers will allow them to understand and process the job design before & during their time spent with their client.
When our caregivers – seasoned or inexperienced, know WHAT they will be doing and WHAT is expected of them, everyone will be set up on the path toward success.

6. Why is this important?
When we utilize the best practices for recruiting:
Understanding the top characteristics of a caregiver
Clear Expectations for what our families need, want, and deserve
Learning how to communicate to our caregivers and stand above the other companies.
Making an impact – connecting quickly and following up
It allows us to find the best caregivers … and this matters because:
When we look at the Top business practices within Recruiting the best caregivers, it is important to reflect on the most important factor – why we do what we do. We are looking for the very best because we are caring for those that mean the very most to our clients. We are here, so that their families can have peace of mind. We have to look through a lens – how do our caregivers perceive us & how do we show our mission in all that we do. The bigger picture – serving our community, a community that is living longer & needing more support. A community that shaped who we are and will guide our future. A community that is shrouded in confusion & at times, frustration -- but ultimately needs the most love, support, and comfort. A community that we are called to serve – to help aid in the process of aging with compassion, dignity, and respect.
Why: When moving isn’t an option … We are committed to assist in honoring one’s wishes to stay at home and enrich the journey or aging with compassion, dignity and respect.