Eating Soup with a Fork

HR management professionals continuously conduct and publish research that identifies the most effective and ineffective HR practices and tools.

Find out how your current Selection practices stack up against those supported by research. A review and revision can help you:

  • Break the cycle of “recruit / hire / train / fire / recruit / hire / train / fire / …”
  • Cut turnover and eliminate most of the attendant costs and hassles.
  • Improve consumer satisfaction and enjoy more enthusiastic consumer referrals.

This report should help you assess your processes and measure your needs for new or revised selection processes. After you read this article, if you feel the need for process review, call us and we’ll share the actual experiences of immediate and sustained increases in recruiting, applicant flow, retention and dramatically improved consumer satisfaction. This is a big spoon!

You can access the report here: Eating Soup with a Fork

Eating-Soup-with-a-Fork

Talent DNA video

talent-dna-thumb

If you have hired direct support professionals for long, you hired and trained employees who interviewed and tested as a good fit and yet some just wouldn’t do the job; they did it for a month or two, but eventually just left or were terminated for non-performance. Others were enthusiastic and tried hard, but for some reason just couldn’t do the job, not for lack of training, but a lack of natural aptitude.

In either case you ended up with another failed hire and possibly incidents of theft, abuse and neglect. If this sounds familiar than you will want to see this short video:

Access Video

FInd out how you can increase the success of your recruiting efforts when hiring Direct Support Professionals by watching a short video!

In this video you will learn:

  • How you can identify whether someone CAN and WILL do the job as a Direct Support Professional (DSP).
  • Why it is so important to get the right candidate for your DSP position.
  • Why many health care providers end up with bad hires that increase the possibility of theft, abuse, and neglect.
  • The two statistically distinct DSP roles dependent on the consumer profile

Get instant access the video here: Access Video

For Want of A Nail Video

Watch this short video to learn how you can nail the selection process for direct support staff!

HR Best Practices Video

If you have been hiring direct support staff for long, you have most likely hired and trained employees who interviewed and tested as a good fit only to have them fail. When selecting for direct support staff, organizations neglecting HR best practices could be setting themselves up for potential disasters. How you go about selecting, interviewing, and hiring potential candidates for direct support staff positions makes a huge difference in the outcomes you will get for you and your organization.

In this video you will learn:

  • – Small HR mistakes that can cost your organization big losses
  • – What HR best practices you should focus on
  • – What your current hiring process might be costing you
  • – The most important ingredient for improving outcomes when hiring direct support staff

 

accessVideo-blue

Direct Support Staff Turnover Reduced – Case Study

It’s no secret that labor costs are a major concern in health care, and one of the best ways to manage costs is to make smart hires–especially for direct support staff

Hiring the right direct support staff and putting them in the right positions not only increases the quality of patient care, it can also significantly reduce turnover, one of the biggest drivers of labor costs in the industry.

PCP Case Study Graph image

 

Turnover puts strain on human resources departments. It chips at morale and increases unemployment expenses.  More importantly, turnover among direct support staff has a negative impact on the quality of support consumers receive. 

But how can an organization ensure that the right people are hired to do the right jobs–especially when turnover rates for certain positions are as high as 70 percent? The answer is information.

Knowing with precision how likely a person is to succeed is a powerful tool for any organization. That’s why it’s important to use a data-driven, real-world tested survey to identify candidates who have both the right skills and personality traits to succeed in the positions that deliver direct care to consumers. 

Using data to increase the likelihood of success among direct care professionals is a proven technique that has helped many health care organizations reduce turnover, save money on labor costs and deliver exceptional support.

In 2011, Mur-Ci Homes had a 52 percent turnover rate. After switching to a hiring system based on data and analytics, the rate was reduced to 27 percent the following year. 

During the same period, an organization called Reach reduced its turnover rate from 74 percent to 28 percent. CCN cut its turnover rate among direct support staff by 31 percent (from 61 percent turnover to 30 percent), Quest reduced turnover from 39 percent to 18 percent. And, perhaps most impressive of all is TFS, which has a whopping 78 percent turnover rate in 2011 but by changing its hiring practices, got it down to 33 percent in less than a year. 

These are real, quantifiable results. Each of these organizations invested in a proven hiring technique for direct support staff and realized tangible savings (as well as improved customer care) in about one year’s time. 

There’s nothing more important than delivering quality care, and one of the best ways to do that is to put the right people in the right positions.

Schedule Your Demo of the Talintel System