Organizations working with seniors are experiencing high turnover in elder care front line positions. This is frustrating because it is difficult to attract candidates in the first place. PDServices was invited to participate in a case study to help Elder Care organizations improve the quality of new hires and reduce turnover.
The purpose of the study was to validate the use and value of entry level assessments for hiring front line employees in elder care.
Our approach was to create a benchmark of characteristics for high performing, long term employees. Assessments of high and low performing front line employees were completed across multiple elder care organizations. Employees were grouped by job type and performance level for analysis. The goal was to identify where high performers score in various assessment categories. This provides a roadmap or benchmark of desired scores (High, Med, Low or 1 – 18), for each assessment score.
The elder care study validated the benefit in using this assessment for front line hiring and onboarding. The assessment differentiates high performers in different elder care job types and gives the hiring organization a great deal of objective information about a candidate at a remarkably low cost. Using the benchmarks should result in reduced turnover and increased productivity.
Do they have the learning and reasoning ability to do the job?
Optimism toward people and outcomes
Preference in working with and socializing with people
Stamina, endurance, and a capacity for a fast pace
To work and treat others with honesty and integrity, and to adhere to rules and policies
Top performing Care Givers have high reasoning ability , (Can Do), as their jobs require problem solving and decision making. High Positive Outlook correlates to being able to overcome setbacks, important for Care Givers. Care Givers are mid range on People Orientation. This may seem surprising and although we want them to be pleasant, we also want them to be able to manage their time and not get caught up in small talk at the expense of their duties. Productivity is high but not so high as to lose attention to detail.
Front Line includes maintenance, housekeeping and food service. The jobs here vary a bit and the high performing scores reflect that. Maintenance is generally a problem solver so high Can Do is the best fit. Housekeeping and food service are more repetitive so medium Can Do fits. Mid to high Positive Outlook, People Orientation and Productivity are best fits for these Front Line jobs.
High Conscientiousness is a critical measure for any Care Giver or Front Line employee. These employees often have access to residents’ quarters and build trusting relationships with residents. Honesty and integrity, measured by Conscientiousness, is crucial.
The elder care front line study results show a high correlation between assessment scores and high performers. Using a candidate’s fit to the score ranges above will be a good predictor of fit to the job. Better job fit leads to improved retention and productivity.
It is also important to note the value of this information in on-boarding and managing new hires. If you choose to hire a candidate who isn’t a good fit, their assessment results can help target training areas. By working with the new employee to adapt to any shortcomings, you improve your chance of retaining that employee.
Given the low cost and convenience of these assessments, there is significant value in incorporating these assessments in the elder care hiring process to improve retention and productivity.
Learn more about this assessment for entry level and hourly employees.
Contact PDServices today to see how easy and affordable it is.
Contact PDServices at 740-326-4494 or info@PDServices.com
How $30 Can Save You $5000 and Reduce Employee Turnover 
