5 Ways to Get Creative with Your Employee Referral Program<p></p><p><img src="/Topics/Guest-Columns/PublishingImages/2022/MadelineCecil.jpg" alt="Madeline Cecil" class="ms-rtePosition-2" style="margin&#58;5px;width&#58;200px;height&#58;200px;" />When it comes to the 2022 hiring market, cutting through the noise of job boards and reaching qualified applicants directly is a momentous task. The simplest way to do this is to tap into your employees' already existing networks of former colleagues, neighbors, and friends in the form of an employee referral program.</p><p>There is a myriad of reasons why companies are leaning heavily on employee referrals to keep fully staffed, including that referred applicants are hired at four times the rate of&#160;non-referral candidates. In addition, these programs allow candidates to move forward with the hiring process quickly, with an average hire being made eight days after starting the hiring process compared to 11 days with a non-referral. Employee referral programs produce the types of hiring results that businesses are looking for; in fact, out of Hireology's customers alone, referral programs drive one in eight hires.</p><p>Not all employee referral programs are created equal, however. Even if your company already has one in place, there's always room for improvement. To keep your employee referral program from going stale, here is a list of five ways to get creative with your employee referral program.</p><p><strong>1. Create multi-tiered ambassador programs.</strong><br>Tap into your employees' competitive side with a tiered ambassador program. With this type of program, you design multiple tiers that offer higher rewards and more payout the more referrals someone submits. For example, someone who refers one candidate might be entered into tier one, which pays out $500 per hire. But someone who refers three candidates might be entered into tier two, earning them $750 per hire and additional company swag.</p><p>This encourages your employees to refer as many qualified applicant leads as possible. Multiple levels in this arrangement motivate employees to actively recruit from their networks in order to move up in the tiers and then receive higher rewards—all while you receive applications that are already vetted.</p><p><strong>2. Utilize social media for referrals.</strong><br>Your employees are already spending time on social media, and most of them are connected to hundreds of other individuals on these profiles. Take advantage of this network by encouraging your team to share open roles on their social media profiles.</p><p>You could offer to enter folks into a lottery to win gift cards, cash prizes, or additional paid time off for every role they share on social media. Or, with modern employee referral platforms, you can even provide employees with a personal link that allows you to track exactly which post referral candidates come from, making it even easier for you to reward your employees for sharing roles and driving applicants.<br><strong>&#160;</strong><br><strong>3. Focus on values in your recruitment</strong><strong> </strong><strong>programs.</strong><br>Another way to get creative with your employee referral program is to build one designed to hire individuals who align with your company's values—widening your network of potential referral applicants.</p><p>With this type of program, you might broaden your employment parameters to candidates who meet certain values rather than your preferred list of skills and experiences. Many jobs can be learned, but values are hard to reshape; sometimes, encouraging your employees to refer folks who embody certain values over skills can help you find candidates who are a better fit in the long term. These types of programs can also be used to diversify your existing workforce.</p><p><strong>4. Renew messaging with seasonal pushes.</strong><br>With every season that passes, the world—and workforce—continues to change. Chances are your company is always in need of additions to your staff. People are always needed in some capacity. Some businesses experience temporary hires and labor shortages, but the perfect time to get ahead of being short staffed is before it affects your customers. That's why pushing an employee referral program seasonally with a simple rebranding can make all the difference in the hiring process and help keep your business running smoothly.</p><p>For example, during the holiday season, you could encourage employees to participate in this type of program by using messages like “Want to earn some extra cash for the holidays? Refer your friends to win $1,000,&quot; or “Use your vacation time to relax after earning $1,000 by referring a friend.&quot; With simple tweaks to the messaging, you use to incorporate the changing seasons, you can reuse the same reward program perpetually.</p><p><strong>5. Target specific locations.</strong><br>Say, for instance, that your branch in North Carolina is fully staffed, but the one in Kansas is in desperate need of employees. Instead of launching a company-wide referral campaign, you can tailor your employee referral messaging to receive only applicants from locations where you truly need them. By channeling your resources toward locations that need it most, you optimize your spending power and maximize ROI all in one go.</p><p>Employee referral programs work, so long as you put the effort into motivating your team to participate. Try one of the above strategies to breathe new life into your program today.</p><p><em>Madeline Cecil</em><em> is a content writer for Hireology.</em></p>2022-05-10T04:00:00Z<img alt="" src="/Topics/Guest-Columns/PublishingImages/2022/MadelineCecil.jpg" style="BORDER&#58;0px solid;" />Workforce;RecruitmentMadeline CecilEmployee referral programs produce the types of hiring results that businesses are looking for; in fact, out of Hireology's customers alone, referral programs drive one in eight hires.
Cultivating Continuous Improvement in Senior Care and in Leadership<p>​<em><img src="/Topics/Guest-Columns/PublishingImages/2022/JeraldCosey.jpg" alt="Jerald Cosey" class="ms-rtePosition-2" style="margin&#58;5px 15px;width&#58;175px;height&#58;175px;" />Jerald Cosey is the Operational Leadership Development Director for American Senior Communities (ASC), the largest senior living and senior healthcare company in Indiana.</em></p><p><em>&#160;</em><em>His goal is to help develop leaders for the organization in three ways&#58;</em><br></p><ol><li><em>Oversee the administrator-in-training cohort program that accepts both internal and external candidates.</em></li><li><em>Coach 10 emerging operational leaders from a non-reporting position.</em></li><li><em>Teach behavioral science for leaders, workforce behavior, and maximizing stakeholder communication and engagement.</em><br></li></ol><em>He also serves as an industry advocate outside of Indiana as a speaker, thought leader, and senior advocate. Cosey is passionate about communicating </em><a href="http&#58;//jeraldcosey.com/2020/05/senior-healthcare-workers-are-the-forgotten-frontline/" target="_blank"><em>the lessons learned</em></a><em> by leaders and frontline senior health care workers throughout the pandemic.</em><p></p><p><strong><em>Provider</em></strong><strong> magazine&#58; How did you become interested in the health care industry, and specifically senior care?</strong></p><p><strong></strong><strong>Jerald Cosey&#58;</strong> I started as a volunteer while I was a pharmaceutical sales manager. I was part of that industry for 18 years. I started a <a href="http&#58;//jeraldcosey.com/2019/03/senior-isolation-grace-church/" target="_blank">senior ministry focused on minimizing isolation</a>, named Graceful Moments, when I was downsized for the first time. The mission of Graceful Moments is to minimize isolation and listen, love, and learn from our revered elders.</p><p><strong><em>PM</em></strong><strong>&#58; You previously served as Executive Director at Greenwood Meadows, with the organization winning a 2019 American Health Care Association's Silver Quality Award. What helped you the most on the journey to improve quality at Greenwood Meadows?</strong></p><p><strong></strong><strong>JC&#58;</strong> My father often said nothing worthwhile in life is ever easy. During the process of applying for the award, I learned five lessons.<br></p><ol><li><em>The value of continuous improvement.</em> In such a highly regulated industry, it's easy to get overly concerned about documentation, root cause interventions, and the possibility of missing something important. The consequences can be unforgiving. It's imperative to always evaluate and audit systems used to maximize the care for others. A common trend throughout the application process requires providing details of how your facility captures, evaluates, and improves performance/outcomes. For every level of leadership and operational processes within an organization, continuous improvement and development is necessary and expected.</li><li><em>Just start.</em> In the beginning, I found the award application process intimidating. As operational and clinical leaders, our days are packed, leaving little time for non-mandatory tasks. I acknowledged that this application process would require time and effort. The action and effort slowly defeated the intimidation and sparked enthusiasm for capabilities of our facility.</li><li><em>It's not about winning.</em> With every advancement through the process, the pride for the facility, the care, and outcomes seem to bubble up daily. Early in the application process, we realized it was never about winning. The goal is to recognize the performance excellence of your facility; moreover, the performance excellence required to complete the application. When it's all said and done, we had already won by completing an application worthy of review.</li><li><em>You are part of a professional community.</em> The senior healthcare industry is loaded with resources and support. I will never forget being stumped by a question and calling a fellow administrator. She allowed me to vent, listened, and translated the question, helping me to understand. This industry is loaded with state health care associations and operational/clinical leaders, all of whom are committed to advancing quality healthcare and performance excellence.</li><li><em>The industry is honorable.</em> Professionally caring for people is a great responsibility and penetrates beyond business, careers, and professions. Honor comes from putting others' needs before your own. Moreover, caring for people who are held in high regard within a family can come with unreasonably high expectations. With that, continue doing your level best each day and performance excellence will follow.</li></ol><strong><em>PM</em></strong><strong>&#58; What trends do you see on the horizon for the senior health care sector?</strong><p></p><p><strong></strong><strong>JC&#58;</strong> Category or position excellence doesn't automatically translate to leadership excellence. I believe the number one trend or need in our industry is being intentional with the development of leaders. Senior healthcare is a very emotionally demanding industry, and the last thing we need to do is lose outstanding talent from a lack of investment in their leadership.</p><p>I see leadership evolving to maximize communication and effectiveness between stakeholders. For example, many leaders tend to lead as they like to be led. Understanding your key stakeholder drivers for work satisfaction is critical for it allows the leader additional tools to maximize communication, effectiveness, and job satisfaction.</p><p>At American Senior Communities, we have committed to using the Predictive Index as the source of gathering this insight and leveraging tools to maximize understanding. For me, I like independence and flexibility. It doesn't mean I can't accept direction or formalities. However, I want my key stakeholders to know I receive job satisfaction when I can meet these needs in the workplace.</p><p><strong><em>PM</em></strong><strong>&#58; How do you describe your leadership style? How do you build and refine those leadership skills?</strong></p><p><strong></strong><strong>JC&#58;</strong> My teachable point of view on leadership&#58; A leader separates themselves in the ability to embrace the philosophy of team—a team that is built upon respect for people, continuous improvement, and a high regard for results. All of which allow a leader to empower.</p><p>I always have a developmental plan. Every leader should have a developmental plan throughout every organization. I also have mentors and follow their guidance to grow my leadership skills.</p><p><strong><em>PM</em></strong><strong>&#58; What advice do you give to someone just beginning a career in health care?</strong></p><p><strong></strong><strong>JC&#58;</strong> Make time to document why you want to lead in this space. Senior healthcare is a very emotional and intimate career choice. You must know your why and embrace it to the core. It will prove to be your foundation on the day when your career choice comes into question.</p><p>You can't do everything by yourself so take the time to establish your vision and allow leaders to contribute to the development of the vision. I was never an expert in a specific department. I hired the best, built next-up talent, and leveraged departmental excellence.</p><p><em>Hear more from Jerald Cosey in a keynote session at the 2022 AHCA/NCAL Quality Summit, May 16-18 in Kissimmee, FL. For more in​formation and to register, </em><a href="https&#58;//www.ahcancal.org/Education-Events/Quality-Summit/Pages/default.aspx" target="_blank"><em>click here</em></a><em>.</em></p>2022-05-04T04:00:00Z<img alt="" src="/Topics/Guest-Columns/PublishingImages/2022/JeraldCosey.jpg" style="BORDER&#58;0px solid;" />Caregiving;QualityJerald CoseyI like independence and flexibility. It doesn't mean I can't accept direction or formalities. However, I want my key stakeholders to know I receive job satisfaction when I can meet these needs in the workplace.
If We Build It, Caregivers Will Come<p>​This week we celebrate “Careers in Aging Week”—a national observance honoring the many career paths in the long term care profession. You hear so many stories of certified nursing assistants (CNAs) who became nurses, who then became directors of nursing, and onward. The same was true for me. I started as a CNA and eventually became the administrator of a nursing home in my home state of Maine. </p><p>Building a career in long term care can be personally and professionally rewarding, but how do we get more job seekers to want to enter our field in the first place? This is the surmountable challenge facing providers today, as we grapple with a historic staffing shortage exacerbated by the COVID-19 pandemic. According to data from the Bureau of Labor and Statistics, long term care facilities have lost more than <a href="https&#58;//www.ahcancal.org/News-and-Communications/Fact-Sheets/FactSheets/BLS-MARCH2022-JOBS-REPORT.pdf" target="_blank">400,000</a> employees over the course of the pandemic<span>—</span>more than any other health care industry. Meanwhile, staff vacancies at many facilities sit open for months, even a year, and applicants are limited as many job seekers are now preferring work from home opportunities. </p><p>We all agree that nursing homes and other long term care facilities need more staff. The difference of opinion is how we get there. Some argue that nursing homes need more staffing mandates to ensure facilities have enough caregivers. Providers will tell you their reality—they can’t find more staff and are struggling retaining the staff they have due to a number of forces driving caregivers away from long term care. Focusing solely on more mandates and punishing providers with more citations and fines does not help the residents, fails to address the underlying issues, and takes away precious resources needed to recruit caregivers. And ultimately, continuing on this enforcement trajectory will mean facilities having to further reduce the number of residents they can serve or close their facilities altogether. Too many already have, <a href="https&#58;//www.pressherald.com/2021/09/01/three-maine-nursing-homes-closed-this-week-and-more-closures-appear-imminent/" target="_blank">including in my home state of Maine.</a> </p><p>I want to be clear, the long term care profession supports accountability to ensure residents have the caregivers they need, but we cannot regulate our way out of this labor crisis. And no one silver bullet will fix it either. This is why in our reform agenda, the <a href="https&#58;//www.ahcancal.org/Advocacy/Pages/Care-For-Our-Seniors-Act.aspx" target="_blank">Care For Our Seniors Act,</a> the American Health Care Association (AHCA) developed a<a href="https&#58;//www.ahcancal.org/Advocacy/Documents/Workforce-Strategies.pdf" target="_blank"> comprehensive set of workforce solutions</a> that policymakers should implement, along with meaningful funding, to tackle this crisis from all angles. We need to develop programs that help recruit new caregivers, retain current ones, and rebuild our training infrastructure. </p><p>First, we need to recruit new caregivers to the field, and that includes incentive programs that make the everyday lives of caregivers a little easier, like affordable housing, childcare assistance, tax credits, and loan forgiveness for new graduates who work in long term care. We are also long overdue for common-sense immigration reform to expand opportunities for individuals around the world to come serve our seniors here in the United States. </p><p>Second, AHCA believes there needs to be a comprehensive approach to staffing beyond ratios—staff training and experience matters. Facilities with high staff retention can help caregivers perform responsibilities more effectively, and they know the residents intimately and can better anticipate their needs. Therefore, staff retention is key to addressing the labor crisis and continuously improving care. Our plan proposes helping to retain current caregivers by providing career ladder and mentoring programs as well as grants to pay for ongoing training. Meanwhile, we must ensure caregivers feel valued and appreciated, especially given the burnout we’re seeing due to COVID. So, empowering staff, measuring staff satisfaction, and being responsive to staff needs are tactics providers can take to improve the workplace culture on their own. In addition, regulators should examine the unintended consequences of punitive enforcement approaches that are driving valuable caregivers away from the field. </p><p>Next, we need the infrastructure to train potential caregivers through higher learning institutions. Waiting lists for nursing schools because of a lack of teachers is unacceptable. Federal policymakers should offer direct incentives to states that invest in nursing education programs as well as to universities that have graduates work in long term care for two years or more. We should also establish formal partnerships between nursing homes and universities through grants to provide tuition-paid scholarships to nursing students who plan to work in long term care. Embracing innovative models that encourage more entry-level, non-clinical positions—like the temporary nurse aide or universal worker roles we’ve seen during the pandemic—can help attract a new force of caregivers and is a key opportunity for the future. </p><p>At the heart of these workforce proposals is offering better pay and benefits to our frontline heroes, something nursing homes cannot do on their own. With most residents relying on Medicaid and the program’s chronic underfunding, long term care providers are often out competed for workers by hospitals and other health care and private industries. Policymakers must fully fund Medicaid and provide sustainable resources alongside new staffing policies, so that providers can enhance investments in retaining their staff and recruiting additional caregivers. </p><p>Meanwhile, we must learn from this pandemic and follow the evidence on what will truly improve care for residents. That’s why in the Care For Our Seniors Act, AHCA proposes having a <a href="https&#58;//www.ahcancal.org/Advocacy/Documents/24-Hour-RN.pdf" target="_blank">24-hour registered nurse</a> (RN) and enhancing the role of <a href="https&#58;//www.ahcancal.org/Advocacy/Documents/Infection-Preventionists.pdf" target="_blank">infection preventionists</a> in nursing homes, as long as these increasing requirements are fully funded by the government and the availability of workers exists to meet the requirements. </p><p>Lawmakers should be working hand in hand with nursing home providers to implement this multi-pronged approach to build back our workforce. Unfunded government mandates will only make matters worse. We must address the negative misconceptions around long term care and barriers to offering frontline caregivers the compensation they deserve. Investing in childcare, affordable housing, tuition, loan forgiveness and expanded nursing school programs will encourage individuals looking to join this rewarding field. </p><p>Addressing this long term care labor crisis requires comprehensive precision. Pinpointing where the challenges truly lie and applying carefully thought-out solutions is critical. The Care For Our Seniors Act does this. AHCA looks forward to working with lawmakers to ensure every nursing home and assisted living community has the hardworking, dedicated employees they need, so that our nation’s most vulnerable receive the care they deserve.&#160; We cannot do it alone, but we sure can do it together. </p><p><em>Holly Harmon is the senior vice president of Quality, Regulatory &amp; Clinical Services for the American Health Care Association and National Center for Assisted Living and a registered nurse, licensed nursing home administrator, and a fellow of the American College of Health Care Administrators. </em><br></p>2022-04-22T04:00:00Z<img alt="" src="/Breaking-News/PublishingImages/740%20x%20740/senior_woman_nurse_3.jpg" style="BORDER&#58;0px solid;" />Management;WorkforceHolly Harmon, RNBuilding a career in long term care can be personally and professionally rewarding, but how do we get more job seekers to want to enter our field in the first place?
Strengthening the Lives of the Elderly with Teletherapy<p>Technology has unquestionably enhanced many parts of life, particularly in terms of access to health care services. Telehealth services have been around for a long time but have only recently <a href="https&#58;//www.cdc.gov/mmwr/volumes/69/wr/mm6943a3.htm" target="_blank">gained popularity</a> owing to ongoing lockdowns, social isolation, and technological improvements. In fact, a <a href="https&#58;//www.psychiatry.org/newsroom/apa-public-opinion-poll-2021-access-to-care" target="_blank">public opinion poll</a> conducted by the American Psychiatric Association revealed that 82 percent&#160;of people used telehealth services for the first time since the start of the pandemic. Telehealth can take many forms but generally refers to any sort of medical treatment delivered by technology.&#160;</p><p>Geriatric medicine has started to use multiple technologies to continually enhance elderly care and meet the demands of the aging demographic. Using telehealth, older adults (aged 65+) can continue to receive care while remaining safe in their own homes. For example, <a href="https&#58;//www.coastalhomerehab.com/teletherapy-for-the-elderly" target="_blank">teletherapy and online therapy</a> techniques are proven to be useful in improving the quality of life among <a href="https&#58;//www.coastalhomerehab.com/teletherapy-for-the-elderly" target="_blank">people with chronic pain</a>. Teletherapy is a great option for those who are unable to attend traditional therapy owing to a lack of mobility, a lack of health facilities, privacy concerns, and so on.</p><h2>Uses of Teletherapy in Geriatric Care</h2><p>According to the Census Bureau,&#160; 24 percent&#160;of the United States' population are over 60 years old and one in every five Americans will be <a href="https&#58;//www.census.gov/content/dam/Census/library/publications/2020/demo/p25-1144.pdf" target="_blank">65 or older by 2030</a>. Older adults, according to <a href="https&#58;//www.americashealthrankings.org/explore/annual/measure/pct_65plus/state/ALL" target="_blank">America's Health Rankings</a>, experience more complicated health issues due to life situations such as aging-related chronic diseases, food insecurity, a need for a safe home, insufficient sleep, and lack of access to medical attention. Teletherapy encourages longevity and a healthy lifestyle in general by providing educational techniques to help the elderly reinvent their lives, resulting in a higher quality of life. A step-by-step teletherapy technique enables a therapist to use behavioral adjustments to help with personality changes, as well as re-adjust the strategy if cognitive abilities decline over time.<br></p><h3>Teletherapy for Rehabilitation and Mobility</h3><p>Physical therapy and occupational therapy programs, despite their many similarities, take <a href="https&#58;//www.mcphs.edu/about-mcphs/news/occupational-therapy-versus-physical-therapy" target="_blank">distinct approaches</a> to each patient's rehabilitative care. The former focuses on increasing the person's physical ability, whereas the latter focuses on improving his or her&#160;ability to do daily tasks. A physical therapist has virtual sessions with senior patients at their homes to help them improve their strength, balance, and endurance, as well as advise them on how to avoid physical risks and lower their chance of falling. Telehealth initiatives in the field of occupational therapy are utilized to provide fall prevention methods, safety interventions, and health education to at-risk adults with disabilities who are living in their homes. &#160;</p><h3>Teletherapy for Mental Health</h3><p>People normally endure moderate mental deterioration as they age, but some individuals get dementia, which causes functional impairment as well as depression, paranoia, and anxiety. A <a href="https&#58;//pubmed.ncbi.nlm.nih.gov/31566651/" target="_blank">telehealth-based Care Ecosystem</a> successfully enhanced physical health, energy levels, cognition, and relationships in a study involving 780 caregivers and seniors with dementia. In addition, caregiver depression was shown to be lower in the research, as was the number of emergency room visits. A <a href="https&#58;//c19hcc.org/telehealth/patient-survey-analysis/" target="_blank">patient survey analysis</a> of the rise of telehealth in the United States also discovered that 45 percent&#160;of older adults strongly believed that their telehealth visit provided them with a sense of access and continuity of care. According to the same survey's findings, 30 percent&#160;of older adults agree and 40 percent&#160;strongly agree that they will use telehealth services in the future.</p><h3>Teletherapy for Speech and Swallowing</h3><p>Speech therapy can assist older persons who find chewing and swallowing laborious, who have coughing fits before, during, or after swallowing, or whose voice quality has deteriorated. Apraxia, dysphagia, and orofacial maillot functional abnormalities are just a few of the conditions that can impact swallowing and speaking. Patients with these illnesses have problems with basic muscle motions, which affects their ability to communicate by making it more difficult to articulate words and swallow. Teletherapy has the potential to be a feasible and possibly effective method of improving&#160;attrition and enhancing care partner involvement. Teletherapy programs, for example, have demonstrated <a href="https&#58;//www.ahajournals.org/doi/10.1161/str.52.suppl_1.P208" target="_blank">significant clinical gains</a> in standardized performance for stroke survivors with persistent speech impairment.<br></p><h2>Delivery Mediums</h2><p>Telehealth is defined as the use of electronic information and telecommunications technology to assist long-distance clinical health care, patient and professional health-related education, public health, and health management, according to the Health Resources Services Administration. Virtual visits, chat-based interactions, remote patient monitoring, and technology-enabled modalities are the most frequently used telehealth techniques, according to <a href="https&#58;//www.americantelemed.org/resource/why-telemedicine/" target="_blank">the American Telemedicine Association.</a> Patients can use a mix of audio, video, and text communication tools to experiment with multiple formats and find the medium that best suits their needs.</p><p>There is a <a href="https&#58;//journals.sagepub.com/doi/full/10.1177/23337214211036255" target="_blank">great deal of research</a> that shows how technology can improve the lives of older adults. This involves enhancing people's everyday routines and behaviors, as well as their cognitive performance, physical and emotional health. An <a href="https&#58;//www.statista.com/statistics/1238239/satisfaction-with-telehealth-experience-us-by-age/" target="_blank">analysis of telehealth treatment satisfaction levels</a> in the United States between 2020 and 2021 additionally found that 34 percent&#160;of older adults were satisfied and 44 percent&#160;were very satisfied with the care they got.</p><h2>Conclusion</h2><p>Telehealth services eliminate the need for in-person appointments, cut healthcare costs, reduce costly emergency department visits, and increase patient satisfaction. Families may need to rely on such services to care for their loved ones as they age. Security and social support, sufficient training for geriatric care workers, promotion of excellent mental and physical health, and community initiatives can all contribute to meeting the requirements of the elderly.</p><p><strong>Note&#58; </strong>Telehealth coverage and payment policies vary by where the patient is located (in their home or in a facility) and by type of insurance coverage as well as state law.&#160;Providers should confirm with these entities prior to furnishing telehealth services<strong>.</strong></p><p><em><strong></strong></em><em>Mark Taylor is a writer covering health care issues that affect the geriatric population.</em>​<br></p>2022-04-21T04:00:00Z<img alt="" src="/Breaking-News/PublishingImages/740%20x%20740/telehealth.jpg" style="BORDER&#58;0px solid;" />TelemedicineMark TaylorTelehealth services have been around for a long time but have only recently gained popularity owing to ongoing lockdowns, social isolation, and technological improvements.