Those working in care services tend to fall into 7 types of personas, according to a study by the MissionCare Collective (an organization that elevates and supports caregivers so that older adults and people with disabilities get access to quality care to achieve their best health) and the National Association for Home Care and Hospice.
By focusing on recruitment, retention, and scheduling strategies around these 7 personas, providers can make more successful efforts to increase caregiver retention.
The 7 Personas of the Best Caregivers (not ranked in order of priority)
Retirees: Much recent research indicates that retirees are an untapped source for hiring. Some are looking for extra income to supplement Social Security, some are bored and are looking for something positive to do with their time that will make a difference.
Empty nesters: Ex-stay at home or non-career parents whose children have left home or are now relatively independent.
Young females with children who put family before work: Flexibility in schedules is key with this
Singles: This group moves around a lot, typically rents their accommodation, and lives paycheck to paycheck. Employment stability and guaranteed hours may appeal to this Overtime opportunities in group homes will help with this group.
Young and mobile: Young adults don’t always graduate high school or college with a clear job They may live at home and still be in college. Promoting training, certification and a career path might help attract this group or a flexible schedule for those still in college.
Career caregivers: These individuals have worked in the profession before or are currently working in the profession. Again, overtime opportunities in group homes will help with this group. Caregivers at many agencies don’t get overtime opportunities or extra pay for working on holidays.
Middle-aged: People with no children and work hourly paid jobs. Employment stability and guaranteed hours may appeal to this group. Overtime opportunities in group homes will also help with this group.
3 Reasons (Outside of Pay) Why Caregivers Quit
Time lag between hire date and first visit scheduled: can lead to more ghosting than normal.
Poor scheduling management: Many providers still don’t have effective scheduling systems that track and accommodate employee preferences and restrictions, nor make it easy to pick up extra work and swap Most of the above groups are impacted by poor scheduling.
Inconsistent and unpredictable hours: Some of the above 7 groups find changing schedules hard to live with.
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