Webinars & Events

Contrary to popular belief, dealing with the dying process isn’t exclusive to hospice organizations. Professionals across the healthcare continuum encounter death and must be prepared to serve the end-of-life needs for the aging population—both now and in the years to come.

Despite the attention it’s been given over the past few years, the staffing crisis in home-based care and senior living remains a major problem. The post-acute care industry ranks in the top five for highest turnover rate, costing providers an average of $310,880 a year on employees who stick around for 12 weeks max. Fortunately, you have an ace up your sleeve to improve employee recruitment and retention.

What people say about your senior living organization affects profitability, credibility, ability to recruit, and ultimate success. But, it’s not just what they say, it’s how they say it. Some whisper while others shout—and both have far-reaching implications.

Lasting relationships are built around making your partner feel recognized and appreciated. The relationship between post-acute care providers and their employees is no different. Unfortunately, that relationship is at an all-time low and turnover is spiking as a result. In fact, “lack of recognition” was the number one employee complaint in the last Activated Insights Benchmarking Report.

“And the award goes to...” Join us on the digital red carpet as we recognize this year’s prestigious award winners in home care. Last year, hundreds of agencies across the country worked tirelessly to provide exemplary care throughout the industry. Now, we’re proud to recognize the best in home care with the industry’s most distinguished awards. 

The average senior living provider is spending an average of $210,000 a year in turnover costs—all for hires who last 12 weeks max. That’s a lot of time and money you're putting towards temporary staff.

You deserve complete support across the employee lifecycle. That’s why Activated Insights just acquired Pre-Intent, an automated outreach solution for recruiting front-line talent for the long-term and post-acute market. This acquisition perfectly complements HCP’s solutions to offer providers a comprehensive support system across the entire employee lifecycle. 

In the last year alone, employee turnover spiked by 12%, resulting in a total 77.1% annual turnover rate. This never-ending revolving door of recruitment and retention is costing providers an average of $386,590 a year.  It’s time to unlock your recruiting advantage and recruit for retention. Great Place to Work certified companies are seeing a decrease in turnover by 50% with a 25% higher retention rate of millennial employees. 

High employee turnover remains a formidable challenge for post-acute care providers of all sizes, with about 40% of turnover happening within the crucial initial 100 days of new hires. Join HCP's VP of Sales, Josh Kondik, as he addresses this issue, providing insights and tools to effectively tackle the complex problems associated with employee churn.

With the release of the 2023 Activated Insights Benchmarking Report, we have new data and insights on how post-acute care businesses have been impacted by ongoing industry challenges, and what the most successful organizations are doing to overcome them.