Caregiver Coordinator Jobs

The primary goals of the Caregiver Supervisor/Coordinator are to recruit, screen, train, hire, retain quality and an appropriate quantity of caregivers so that the agency can provide the highest level of customer service in accordance with company standards.

We are a small company focused on helping people in their home, we are looking for a dynamic, hard-working teammate who is easygoing and likes to be rewarded for giving their all and helping grow the client base. This job needs someone that LIKES people and is patient and kind.

Some duties include:

The duties and responsibilities described below do not represent a comprehensive list for this position. Additional tasks may be assigned periodically as necessitated by business demands.

• Participate in the performance review process to ensure timely reviews and open communication that recognize strengths and address weaknesses.
• Review results of employee exit interviews and record findings. Use results and trends to enhance and improve recruitment and retention efforts.
• Adhere to budget allowances and obtain necessary approvals prior to recruitment and/or retention program implementations.
• Conduct compensation analysis surveys to evaluate wage/benefit offerings. Collaborate with management team to evaluate existing and potential benefits as well as recognition and appreciation programs.
• Develop a Recruitment & Retention Action Plan by assessing company staffing needs, analyzing turnover concerns, soliciting team feedback and planning for existing as well as future business demands from client, caregiver and office team perspective.
• Evaluate local advertising (real estate signage, banners, local publications, etc.) as well as recruitment and/or retention campaigns to accelerate and promote Caring Careers as well as caregiver support and encouragement to sustain retention.
• Plan, organize and coordinate events to celebrate caregiver appreciation, anniversaries, holidays, business success, etc.
• Understand major competitors, wage and benefit offerings, and use that knowledge to differentiate your business as the employer of choice. Create and enhance interview “talking points’ for team consistency in recruitment efforts.
• Use and/or enhance social media venues such as Facebook to promote recruitment and engage existing caregivers/office team via testimonials and care experiences.
• Conduct weekly office meetings with the appropriate operations staff to discuss recruitment efforts/results, candidate pipeline and caregiver roster. Develop recruitment and retention strategies.
• Actively retain quality caregivers through various company programs (educational, recognition, appreciation, motivational, etc.).
• Work collaboratively with key team members to understand recruitment and retention needs and the existing recruitment market environment and caregiver pool.
• Maintain professionalism and serve as a strong representative to uphold the business brand, reputation and culture.
• Participate in the interview process by screening and interviewing prospective caregiver candidates. Enhance, where applicable, the interviewing process to maintain recruitment and optimize selection and hiring efficiencies through process improvements.
• Develop and maintain an online recruiting presence. Use a diverse mix of recruitment tools and websites. Create and/or enhance existing incentive programs for team members; promote referral awards as a benefit to current caregivers; reward and recognize results.
• Plan and conduct job fairs internally; participate in community job fairs.
• Create educational opportunities for caregivers utilizing online resources, healthcare-related schools, referral sources (i.e. hospice), Life Care Navigation programs, etc. to promote and encourage professional growth.
• Utilize existing collateral materials and/or develop pertinent resources to attract quality caregiver candidates and promote caregiver appreciation and recognition.
• Build and maintain relationships with healthcare -related schools and colleges, local community businesses, faith-based establishments, and other pertinent recruitment sources.
• Adhere to recruitment, selection, and hiring policy and procedures. Prepare initial employee file and complete employee file checklist.
• Develop different elements of retention programs in conjunction with key Visiting Angels team members such as newsletters, written notes of appreciation, incentives, recognition and mentoring.
• Prepare monthly, quarterly and annual reports to evaluate program effectiveness for recruitment and retention including data that measures success with recruitment sources, candidate quality versus quantity, turnover, overtime trends and client demand versus caregiver supply.
• Engage and align employees to become cognizant and supportive of recruitment and retention efforts.
• Actively source quality caregiver candidates. Work with office team to establish core competencies and characteristics of quality caregivers; become well-versed in job descriptions to ensure new caregivers meet established quality standards.
• Implement a process to facilitate effective communication with those conducting supervisory visits. Monitor goals and offer coaching and educational opportunities.
• Host and facilitate orientation of new hires; coordinate participation and engagement from office team.
• Complete and submit business expense reimbursement within allotted timelines.
• Work with the management team to ensure a smooth transition of new hires from on-boarding and orientation through the first 90 days; identify additional educational/training needs.

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