Workforce
Home Care 100 Recap: Workforce
February 13, 2025 •Lincoln Intelligence Group
Led by Home Care 100 Intelligence Group Lead Consultant @Ariana, a lot of last month’s Home Care 100 was dedicated to building the “Workforce of the Future,” focusing specifically on expanding the workforce pool and delivering employee value to address nursing shortages and improve retention. We heard from leaders who are building new programs, re-thinking frontline and leadership roles, and striking innovative partnerships. A common narrative ran throughout the day: BE BOLD. We cannot do more of the same. We must be willing to try new things, fail, and try again.
Discussion Group: Workforce of the Future Case Studies
November 18, 2024 •Lincoln Intelligence Group
During this discussion, hear a portfolio of workforce innovation case studies drawn from the Home Care 100 community covering new partnerships, supporting
Workforce of the Future
September 19, 2024 •Lincoln Intelligence Group
People are the driving force behind our growth and top-quality patient/client care. In this session we'll explore innovative approaches
Labor Dynamics in Home-Based Care
August 8, 2024 •Lincoln Intelligence Group
Regardless of your main payment source, labor market dynamics underlie all key assumptions about current and future business prospects across service lines
State of SNFs
May 23, 2024 •Lincoln Intelligence Group
As Institutional post-acute care rebounds post pandemic, big changes are afoot in skilled nursing facilities. This state-of-the-sector report will outline
Implications of Rising Acuity in Senior Living
May 16, 2024 •Lincoln Intelligence Group
Home care and senior living (IL, AL, Memory Care) co-exist in a fluid marketplace with considerable interplay depending on the economic cycle.
Onboarding a New Generation of Clinicians
December 13, 2023 •Lincoln Intelligence Group
Attracting new clinicians to home-based care represents a significant risk/reward opportunity in our struggle to ensure clinical capacity.
Three Keys to Reducing Turnover during Orientation and Onboarding
November 3, 2023 •Lincoln Intelligence Group
The true cost of clinical turnover is estimated to be $57,000. During our October 24, 2023 Discussion Group, we considered strategies for reducing turnover during orientation and onboarding, which is when the highest rate of churn exists. While the greatest risk is during the first 90 days, a high rate of churn continues throughout onboarding.
Innovation Briefing: Embracing International Newcomers as New Entrants to our Workforce
October 27, 2023 •Lincoln Intelligence Group
It's very possible that all or most of the net new caregivers entering our field in the next decade will need to be international (foreign-born) newcomers. While hiring foreign-born workers is a staple of the home care industry, hiring asylees and refugees is certainly not common practice. Based on our research, companies that successfully tap into this specific population share a four-part playbook, which we will share during this 10-minute briefing.
Embracing International Newcomers as New Entrants to Our Workforce
October 13, 2023 •Lincoln Intelligence Group
It's very possible that all or most of the net new caregivers entering our field in the next decade will need to be international (foreign-born) newcomers. While hiring foreign-born workers is a staple of the home care industry, hiring asylees and refugees is certainly not common practice. However, the population of asylees and refugees is relatively accessible compared with other programs that carry the both the paperwork and political stigma of "visa" or "immigration" programs.
Accessing the Foreign-Born Workforce
September 21, 2023 •Lincoln Intelligence Group
A fully employed and steadily growing US economy implies that our workforce challenges will continue unabated without an increase in the supply of labor that is on par with the ever-increasing demand
From the CHRO Roundtable: Go Upstream in the Hiring Lifecycle
April 13, 2023 •Lincoln Intelligence Group
Bringing new entrants into the home care field is perhaps our number one challenge. On our quarterly CHRO roundtable, we discussed three ways of getting upstream from standard recruiting venues and inserting our brands earlier in the cycle.