1/26/2018

1

Innovations in Recruitment and Retention

2018

Carolyn Flietstra, BSN, RNExecutive Vice President, Holland Home

&

Marcylle Combs MS, RN, BS, CHCECEO, Foundation Management Services

Objectives

• Define 5 characteristics of the generations currently represented in the home health and hospice workplace

• Describe ways to recruit the Millennial generation

• Describe ways to retain and develop caring employees in this age group

1/26/2018

2

Summary"Great vision without great people is irrelevant."

• Jim Collins, author of Good to Great

The ability to recruit and retain great people is crucial to the success of any company. The unique

challenges each new generation entering the workplace presents requires adjustments to

recruiting and retaining each one. This program will present creative and innovative ways to

approach this task.

The Landscape is Changing• Significant changes in healthcare delivery

• Technology advances

• Social media

• Tighter labor market

• Economic pressures

• Generational differences

1/26/2018

3

Strategy is Needed• Strategy must consider the unique challenges of

each market

• How do you retain your current talent and promote from within?

• How do we present a more attractive option than presented by other healthcare settings or even other industries?

• How do we change the way we recruit and retain employees to meet the demand of the future?

“It is time for a new generation of leadership, to cope with new

problems and new opportunities. For there is a new world to be won.”

• John F. Kennedy, U.S. President 1961-63

1/26/2018

4

The Generations

• Silents or Builders: 1925-45

• Boomers: 1946-64

• Gen X 1965-79

• Gen Y or Millenials: 1980-2000

• Gen Z: 2001-?

Characteristics of Silents (Builders)

• Influenced by World War II &Korean conflict, post-Depression era

• Growing up, children “seen and not heard”

• Values hard work

• Rule followers

• Loyalty is important

• Socially conscious

• Many life experiences

1/26/2018

5

Characteristics of Boomers• Influenced by the Vietnam and Cold Wars, Civil

Rights, Women’s Liberation

• Rock and Roll generation

• Rebellious when young

• Value professionalism

• Money is important

• Relationship over productivity

• Defined by job

“Each and every time, a new generation has risen up and done what’s needed to be done. Today we are called once

more – and it is time for our generation to answer that call. For that is our unyieldingfaith – that in the face of impossible odds,

people who love their country can change it.”

• Barack Obama, US President 2009-2016

1/26/2018

6

Characteristics of Generation X• Influenced by the fall of the Berlin Wall,

corporate downsizing

• Grew up with 2 parents working

• Independent

• More comfortable with change

• Values work-life balance

• Likes technology tools and appreciates remote work

Characteristics of Millennials• Influenced by 9/11, terrorism, outsourcing

• Technology is part of life, not just a tool

• Less conformist:• informal dress, piercings and tattoos

• Multi-taskers

• Willing to challenge the status quo

• Causes are important:• environment, social responsibility, diversity, tolerance

1/26/2018

7

“It has always been the task of the new generation to provoke changes.”

• Ludwig Von Mises, Economist, Attorney, Professor 1906-1969

1/26/2018

8

Recruiting

Looking for employees in the Same Old Places?

• Many companies are experimenting with new ways to attract employees and business.

• Consider techniques used by other industries to spark your creativity

1/26/2018

9

The Usual Ideas…

• Your own employees

• Facebook, Twitter, LinkedIn

• Indeed, Monster, ZipRecruiter

• Targeted letters to lists of licensed professionals

Grow Your Own Talent Pool• Teaching organization:

• Clinical placements for students

• On site training partnerships

• Identify and mentor existing staff: • Recruit from elsewhere in organization

1/26/2018

10

Includes:

• Posting positions to social media sites

• Using social sites for conversation leading to networking

• Proactively searching out candidates online

Social Recruitment

Consider the Use of Apps• The Undercover Recruiter Top 5

• Jobr• Shapr• Switch• Blonk• JobSnap

• Mighty Recruiter Recommendations• Facebook & What’sApp• LinkedIn• Twitter & Hoot Suite• Bit.ly

1/26/2018

11

Social Recruitment Statistics 2017• 67% of candidates are on Facebook

• 59% use social media to investigate potential employers

• 69% of candidates are more likely to apply for a job at a company which manages its brand

• 8 Social Media Recruitment Statistics, Talent Works International

Other Crazy & Not-So-Crazy Ideas

• Geofencing

• Gamification

• Secret shopping and undercover recruiting

• Employee referrals with bonus program

• Just ask!

1/26/2018

12

Get the Attention of Job Seekers

• They will browse your corporate website

• They’ll research your social media

• Your advertising to patients and families will also help or hurt your recruitment efforts

• Employee testimonials

• Compensation and benefits are important ... but time off is also key

• Mission and demonstrating connection to cause

Use an Efficient Application System

• Searchable postings linked to job boards

• Online application and screening questionnaires

• Site and application optimized for mobile

• Recommendations for probes

• Tailored interview questions

1/26/2018

13

“A workplace with Millennials, Gen Xers, Baby Boomers, and the Silent Generation offers a unique

opportunity for varied perspectives and approaches to day-to-day work.”

• Jo Ann Jenkins, AARP CEO 2014-present

Interviewing

1/26/2018

14

The Right Fit• Interview questions and strategies

• “What is one thing you learned from your past job experience?”

• “Describe your perfect work week.”

• Questions tailored to applicant’s characteristics

Selling Your Organization

• Start with “why”• Applicant likely has multiple choices

• Motivating factors vary by generation

• Mission is important to almost all

• The interview is a two way street • Fit for applicant as well as company

• Culture, opportunities, work-life balance

1/26/2018

15

Hiring Process

Your process should be fast and personal

• Younger workers, especially, will not wait for a long week hiring process

• Direct supervisor should be involved early

The Follow Up• Silents: mail a letter

• Boomers: leave a voicemail

• Gen X: send an email

• Millenial/Gen Y: send text message or reach out on social media

1/26/2018

16

“Those who build great companies understand that the ultimate throttle on

growth for any great company is not markets, or technology, or competition, or products. It is one thing above all others:

the ability to get and keep the right people.”

• Jim Collins, author of Good to Great

Retention Marcylle Combs MS, RN, BS, CHCE

Foundation Management Services

1/26/2018

17

Enjoying your “cake” is about customizing what an employee wants!

Retention: It’s not enough to just

pay them. Everyone wants

to have fun!

1/26/2018

18

Retaining the Generations

(Photo is property of FMS)

Retention of Boomers• Part time

• Coaching of younger employees

• Modification of physical stress

1/26/2018

19

Retention & Promotion of Gen X• Mentoring / coaching

• Establishment of independence

• Variety of experiences

Retention of Millennials

• Provide structure

• Provide leadership and guidance

• Encourage team work

• Provide multi task assignments

• Provide a flexible work environment (Photo is property of FMS)

1/26/2018

20

Work Environments

• Consider other industries which hire many younger workers (tech, design, marketing):

• Hip work space• Creation of recreational opportunities in the area

• Break rooms with games, free snacks, energy drinks and premium coffee beverages, etc

• At a minimum• Optimized computer, tablet, phone technology• Flexible work schedules and work from home

capability

Positives and Negatives of Working Offsite

(Photo is property of FMS)

1/26/2018

21

Arguments of Working Offsite

• How will the work get done if everyone’s at home?

• What’s the point of even having offices if half the staff will be somewhere else?

• How can we even build a company culture when the company is all split up by remote work?

Positives of Working Offsite

• Could your team produce the same results in less time?

• If so, would it be worth paying for the same amount of work?

• Could you let go of the expectation, in our time-driven culture, that workers “should” work a specific period of time?

• No commute to office increases clinician visit productivity

1/26/2018

22

Positives & Negatives for Flexible Schedules

(from the Employees’ Point of View)

• Positive• No commute• Can work without

distraction• Work / Life balance• Flexible hours means

work can be done outside of normal work hours

• Negative• Lack of

communication• Relationships within

the work place suffer• Employee may feel

they have to ‘prove’ their worth

Consider New Ideas for All Generations

(Photo is property of FMS)

(Photo is property of FMS)

1/26/2018

23

Non-traditionalCompensation and Hours• Incentive basis compensation model

• Weighted compensation for visits and activities• Case management payment• Bonuses for productivity, case load, quality,

satisfaction

• Non-traditional hours• Hospice on call 7 days on, 7 off, salaried for 1.0

FTE• Weekender program- bonus at 0.6 FTE levels, 1.0

benefits, 20% premium on all wages

Policies Are Important

1/26/2018

24

Make Sure You Get PermissionBefore Using Pictures

(Photo is property of FMS)

Policies

• Expectations of working offsite

• Specific productivity guidelines for flexible work schedules

• Social media rules and expectations

1/26/2018

25

Disciplinary Action

• Violation of the policy can result in disciplinary action, up to and including termination

• Any misuse of social media or releasing PHI without a patient's express written consent will result in disciplinary action, which may include termination

• Specific guidelines for flexible schedules will be monitored

What Does the Future Hold?

A paperless office means sometimes

you have to eat outside because you aren’t ordering paper products for

the break room anymore.

1/26/2018

26

Generation Z: Begin flooding the workplace by 2020

(Photo is property of FMS)

2025 Workplace

• Tech will become the great equalizer• Wearables will change our behavior• Clerical work, bookkeeping, basic paralegal

work, and even some types of reporting will be increasingly automated, contracting the number of jobs available and causing a drop in wages.

• Relentless drumbeat of anytime/anywhere work

• Growth of second tier cities• No more BIAS

1/26/2018

27

Society• Companies will disclose their corporate

social responsibility programs to attract and retain employees

• Critical issue for millennials who want to work for a company that cares about society

Learning• Lifelong learning will become a business

requirement• Companies will implement 401k-type plans to help

working adults save for continuing educations(LILAs)

• They do not have a special tax advantage but legislation has been introduced in California Indiana, Iowa, Illinois and several other states

1/26/2018

28

Does Wisdom Remove our Sense of Humor?

(Photo is property of FMS)

Balance• Work / life flexibility will replace work / life

balance• Hyper-connected employees will manage work and

home life• Life becomes results only workplace

1/26/2018

29

Provide Leadership Opportunities to Retain Talent • Communicate the value of promotion from within

• Create a draft succession plan for executives and their direct reports (and their reports should do the same)

• Identify staff for this plan, who desire advancement

• Give these candidates opportunities to gain experience and confidence through delegated assignments and projects

• Award titled mid level positions to show advancement and identify deputies

The Bottom Line for Millennials“We want the same things that have always been important to every generation of employees”

1. The satisfaction of doing meaningful work that you can take pride in

2. A supervisor that you respect and trust3. The opportunity to continue to advance4. A culture of genuine-ness

1/26/2018

30

Thank You

Q&A

• Marcylle Combs, President & CEO FMS, Marcylle.combs@fms-regional.com

• Carolyn Flietstra, Executive VP, Holland Home, Carolyn.Flietstra@hollandhome.org

1/26/2018

31

SourcesMarcylle• Generations at Work: Managing the Clash of Boomers, Gen Xers, and

Gen Yers in the Workplace

• “The War for Talent” by McKinney and Company

• http://www.npr.org/2014/11/18/354196302/amid-the-stereotypes-some-facts-about-millennials

• http://www.prb.org/Publications/Media-Guides/2016/aging-unitedstates-fact-sheet.aspx

• http://www.cnbc.com/2016/05/13/millennials-outspend-older-people-on-this-one-item.html

• http://www.prnewswire.com/news-releases/td-bank-consumer-spending-index-finds-millennials-enjoy-a-life-on-the-go-without-breaking-the-bank-300266564.html

• https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennial-survey-freelance-flexibility.html

• https://www.leadercast.com/blog_posts/the-most-effective-way-to-lead-generation-z?utm_source=Leadercast+ Master+Distribution+ List&utm_campaign=46549a17d7-DAILY-DOSE-EMAIL_CAMPAIGN_2018_01_05&utm_ medium=email&utm_term=0_c403472bd5-46549a17d7-104062081

• Sticking Points: How to Get 4 Generations Working Together in the 12 Places They Come Apart

Carolyn• Collins, James C; Good to Great: Why Some Companies make the

Leap…and Others Don’t. Harper Business, New York, NY. 2011.

• Twenge, Jean M; Generation Me. Simon & Schuster, New York, NY. 2014.

• Espinoza, Chip, Ukleja, Mick; Managing the Millennials. John Wiley & Sons, Hoboken NJ, 2016.

• Jenkins, Jo Ann; Disrupt Aging: A Bold Path to Living Your Best Life at Every Age. Hachette Book Group, 2016.

• https://www.zoomshift.com/blog/5-questions-to-ask-when-interviewing-millenials

• https://www.talent-works.com/2017/09/27/social-media-recruitment/

• https://www.smartrecruiters.com/blog/question-what-is-social-recruiting/

• http://www.hrmorning.com/creative-recruiting-land-dream-hire/

• https://theundercoverrecruiter.com/best-recruiting-apps/

• https://www.mightyrecruiter.com/blog/8-free-recruitment-apps-that-can-help-you-find-candidates-online/

• https://www.npr.org/sections/alltechconsidered/2017/07/07/535981386/recruiters-use-geofencing-to-target-potential-hires-where-they-live-and-work?utm_source=npr_newsletter&utm_ medium= email&utm_content=20180125&utm_campaign=npr_email_a_friend&utm_term=storyshare