LAST DAY TO SIGN UP!!!
Recruit & retain more caregivers So You Can
Scale Your Agency Faster
(without the overwhelm)
STOP STRUGGLING…..AND GET MORE CAREGIVERS RIGHT NOW….With The HOME CARE RECRUITING FRAMEWORK…4 Gaps Method
This is a program where we methodically show you a recipe for how YOU close YOUR 4 RECRUITING & RETENTION Gaps…
and start filling YOUR Caregiver Bench RIGHT NOW....so YOU can get on the path to doubling YOUR business
Recruiting in the home care space has been turned upside down on it’s head… Shining a light on 4 PRIMARY Recruiting & Retention Gaps that are often overlooked by Home Care Owners and their teams.
What worked in recruiting before doesn’t work quite as well now….
And the results you are getting aren’t even filling the needs you CURRENTLY HAVE NOW…And For some (IT’S NOT EVEN CLOSE)
I FEEL YOU…I Know Most Home Care Owners are Struggling Finding and Keeping Caregivers...even some of the best agencies!
- You are tired of Caregivers saying they will show up for an interview…only to get ghosted again …and again…even after reminding them
- You are frustrated with Recruiting Ads Not Working As Well To Generate Quality Applicants
- You are Confused by How Difficult it is To Retain Good People
-
You are Worried That You Are Almost Having To Lower Your Standards Just To Meet The Needs of Clients Right now
-
You are Stressed Having To Put Potential Clients on A Waiting List…or Worse….TURNING Cases Down
-
For Some of You …The Obscene Amounts Of Overtime Is Crushing Your Margins. And your spirit
-
Increased Stress….Overwhelm….Sleepless Nights....And Constant Worry How This Will Negatively Effect Your Reputation
Between COVID, Stimulus Check, Unemployment….Rising Wages and Increased Competition For The Same Talent….Things Seem A Little Bleak…. AND....IT’S NOT EVEN YOUR FAULT!
It ALL stems from one very CRITICAL Challenge That Most Home Care Owners Are Facing Right Now…….
You Can’t Seem To FIND and/or KEEP enough Quality Caregivers…. And It's Like You are Stuck In this
Never-Ending CYCLE Of SPINNING YOUR WHEELS
And You Know That If You Could Just Attract More Caregivers Applicants, Get Them TO Show Up For Interviews, And GET Inside of Their Brain To Figure Out What Would Make Them Stay….That You Could Grow & Scale your Business, And Sleep Better at Night….Right?
The truth is, you’ve probably even tried several things like:
- Spent Lots More On Recruiting Ads And Lead Generation Ideas only to end up with less money and the same amount of applicants
-
Created Sign On & Other Bonuses only to realize it’s still not enough because other facilities are offering even bigger bonuses...plus you are attracting caregivers that only care about the money and not you or your clients
-
Increased Pay, Even Added Benefits thinking it would get you better caregivers, but it didn’t change the quality or quantity you were getting...AND THEY DIDN’T EVEN USE THE BENEFITS
-
Changed Your Recruiting Ads Frequently…..but they still didn’t work
-
Even Shortened Your Recruiting Process Hoping It Would Help….but it was tough to see a change
-
Maybe you’ve even gotten some training from your franchise or have invested in another recruiting program.... yet.... you are still scrambling to find enough caregivers….Ahhhh!
Sure…some of it may have worked….you may have even picked up a few good ideas along the way... That's ALL good stuff...
But right now you still aren’t getting enough applicants through the door and showing up….and quite frankly…….aren’t you just fed up with NOT HAVING the time to figure the rest out on your own
Seems you are spending all of this MONEY & PRECIOUS TIME only to feel like you are spinning your wheels?!!!
The biggest part of the problem is many of you are throwing a bunch of stuff against the walls...and hoping that some of it sticks, without taking a systematic problem solving approach to your recruiting system....
IT DOESN'T HAVE TO BE THAT WAY!!! CHECK OUT WHAT GUY WAS ABLE TO DO IN THIS MARKET!
SOMETHING HAS TO CHANGE….
Especially when there is a MORE effective way to FIND
& KEEP More Caregivers… and it ALL
starts with addressing it at the SYSTEM LEVEL within Your Own Organization by Strategically Uncovering &
Closing Your Own Recruiting & Retention Gaps..
(DON'T WORRY..IT'S NOT HARD...ALL THE ABOVE IS BASICALLY JUST ANOTHER WAY OF SAYING, "THIS WILL HELP YOU IDENTIFY THE RECRUITING AND RETENTION PROBLEMS IN YOUR ORGANIZATION, THEN PROVIDE A ROADMAP TO FIX IT)
How much time are you spending trying to fill cases with few caregivers to choose from...or worse, having to lower your hiring standards just to meet the demand?
Or……laying awake at night wondering how many call offs you will get on a Saturday morning without anyone on the bench to pick it up…and how not staffing cases will negatively effect your reputation.
Or….having to begrudgingly authorize overtime on cases because you simply don’t have another solution....
This is NOT how you want to be spending your time.
You want to spend more time figuring out ways to grow your business…or more quality time with family…or for some of you…
just getting a little bit of sleep
I’ve gotten countless messages from home care owners saying we are in “unprecedented times”… And there is definitely some truth to that…..
You know what they say……”UNPRECEDENTED TIMES CALLS FOR UNPRECEDENTED MEASURES”
BUT That doesn’t mean it has to be hard….
Especially When YOU have a Road Map & Recipe For FINDING & KEEPING MORE CAREGIVERS
“Yes”, it’s very clear …. things have gotten more difficult for recruiting in home care as a result of what’s going on out there….. COVID & STIMULUS, ETC.
But…don’t think that this caregiver challenge is not fixable for you BECAUSE THERE IS A SOLUTION TO FIND AND KEEP MORE QUALITY CAREGIVERS …..
And….don’t think that because caregivers were seemingly getting paid more to stay home …that you can’t FULFULL Your Needs. …
Because YOU CAN….!!!
And For some of YOU it could mean DOUBLING YOUR BUSINESS pretty quickly…
But first, let me clue you in on a tiny little secret…..there is no MAGIC BULLET like some have been hoping for.
There is not this “pixie dust” lead source that will attract unlimited caregivers with the flick of a magical wand….
BUT……
There are certainly multiple unique ways for You to attract more quality candidates without having to try to find the time to figure out these solutions on your own?
Imagine YOU having a better understanding of what caregivers really wanted so you could tweak your approach, your messaging, and your offerings to not only get more caregivers on YOUR team but also to get more of them to stay longer with YOU…
And imagine doing this Without necessarily having to spend wasteful $$’s on solutions that have you feeling like you are wasting your time
According to the 2020 Home Care Pulse Benchmarking study, the average revenue per caregiver is more than $13,000!! Think about that for a moment…!!!
Then Let's Apply These Solutions To Attract More Quality Caregivers To Your Agency
STOP STRUGGLING AND FEELING FRUSTRATED…..AND GET MORE CAREGIVERS NOW...
With YOUR HOME CARE RECRUITING FRAMEWORK- 4 GAPS Method …
Where we methodically show you how to close the 4 RECRUITING & RETENTION Gaps…so you can find more caregivers and finally scale your business.
You Closing GAP #1
MORE CAREGIVER LEADS/APPLICATIONS
Filling the top of your lead funnel with quality caregiver applicants.
Discover the right lead generation tools (BOTH low/no cost options as well as paid options) and the right messaging to actually
attract the right caregivers to your team and get them to take action plus the right systems as you get people
through the initial part of the process
You Closing GAP #2
MORE INTERVIEWS & BETTER SHOW UP RATE
Understanding the psychology behind what caregivers really want and how to motivate them to come
The secrets behind creating excitement and urgency (BIG ONE that even some of the good agencies and recruiters (like Abree below) overlook)
Effective marketing and remarketing techniques to get more of them to show up
Key Traits & Qualities For More Effectiveness With Your Team In Getting More Interviews
More Applicants That Actually Show = MORE HIRE (see some of Abree's data below just from the last few months)
THERE IS HOPE!
You Closing GAP #3
Getting Them To Work Quickly
Understanding effective STRATEGIC RECRUITING so you are hiring for need and not just to get a warm body in house.
The most effective/efficient RECRUITING PROCESS & The Tools To Help You GET CAREGIVERS TO WORK MORE QUICKLY
Getting Caregivers "BOUGHT IN" where money/pay becomes "less" of a variable.
Knowing How to Create HIGH IMPACT & INFLUENCE at This Stage of the Process SO THAT more of them are Excited and Actually Show Up For Shifts
You Closing GAP #4
Getting THEM TO STAY
Key Retention Strategies That Keep Them Coming Back
The most effective RECRUITING PROCESS & The Tools To Help You GET THEM TO STAY
An effective mix of pay/benefits relative to profit margin management
Systems For Feedback Usage and How To Effectively Drive Results for YOUR agency
Science Backed Tool For Increasing The Likelihood You Are Hiring The Right Caregivers Who Will Stay Longer
There is so much more to this SYSTEM…….that when you identify your biggest gaps and then follow the process for using the
tools in this program to systematically closing those GAPS, you will more easily FIND AND KEEP MORE QUALITY CAREGIVERS
Don’t you think that if you had a roadmap for closing the 4 GAPS inside of YOUR recruiting & retention system that it would make it so much easier for you to find caregivers & grow and scale your business…?
Don’t you think that if you knew what areas you needed to focus on specifically for YOUR agency and YOUR specific recruiting & retention system problems (ALONG WITH THE TOOLS TO FIX THEM) THAT YOU WOULD BE MUCH BETTER AT FINDING AND KEEPING GOOD CAREGIVERS
That’s what YOUR HOME CARE Recruiting FRAMEWORK- 4 Gaps Method was designed for…
This program is designed in such a way where it’s kind of like having me sitting along side of you ….looking over your shoulder….as your consultant….helping your trouble shoot and implement solutions (most of which i've successfully used in my own agency and/or with my clients)...and the cool part is that you get this without having to pay thousands of $$’s…..
You see…..Recruiting in home care is a Marketing & Sales Process.
And there are many layers to it…
Don’t worry…it’s not the slimy type of “SALES” that sometimes gets conjured up in people’s mind when they hear the “S” (sales) word…
It’s just that there are CRITICAL little pieces that go into creating a successful Recruiting & Retention System
It’s not hard…But it’s KNOWING WHAT TO LOOK FOR….and equally as important is …KNOWING HOW TO FIX IT.
Plus, it helps BIG TIME when YOU have the road map to ensure you are doing it properly…. so that you don’t have to spend months or years trying to figure out what works on your own..and what doesn’t.
For some of you....especially those of you with:
…. A Waiting list of clients…
…. Or Turning down cases…
…, Or Paying ridiculous amounts of Overtime
THIS IS already costing you a small fortune in lost revenue…isn’t it?
Have you actually calculated how much this problem has cost you in real $$’s and/or opportunity cost?
Based on some of the conversations I’ve had with owners, this problem has cost many of them a few hundred thousand $$’s in revenue lost and/or real costs just over the last 6-12 months
AND It’s REALLY NOT EVEN YOUR FAULT……..
There are generally 2 types of owners in home care
when it comes to how they approach finding and keeping caregivers….
TYPE #1 HOME CARE OWNER
- The first type will throw some money at advertising or job board ads hoping to get better results.. only to still see limited results…
- They may even implement a tactic or two like “sign on bonuses”….or even posting & updating their recruiting ads more often…….maybe even post flyers around town…but applicants still seem harder to come by...
- They’ll get ideas from their franchise or industry mentors and attempt a few of them to see if they work….only for most of them to come up with this feeling that they are running on a hamster wheel.
-
Sleepless nights….Unfilled Shifts…Turning Cases Down….Waiting List...Crazy Amounts of Overtime…
-
Even feeling at times that you want to quit….
-
It’s not their fault...they simply don’t have the right tools, systems, and strategies in place. Many times they are focusing on the wrong things because they don’t have full clarity around their gaps….OR ALL of the solutions available to them to close each gap.
Some of you may have heard some really good recruiting and retention ideas before...but without the right systems and road map for fixing these areas ….it’s often just useless knowledge. Because you are left guessing....."how to do it the most effective way". You may even try a legitimate viable solution only to later say "it didn't work".
The “what to do” only gets you so far…But it's not your fault....
Type #2 owners (below) are clear on the “how" to do it....
TYPE #2 HOME CARE OWNERS
A type 2 owner has this whole recruiting and retention thing dialed in.
- You have a clear understanding of your KPIs and “benchmarks” and you know where your gaps are (if any) and how to optimize each area of your recruiting system to create QUICKER/BETTER results
- You have more clarity around what caregivers really want and know how to use that for better results. You’’ve established the right balance between pay and benefits to attract and retain more of their caregivers
- As a type #2 owner, you have a multi-layered approach to driving applicants to fill the top of your lead funnel, you have a solid sales and marketing process to convert a MUCH HIGHER % of these applicants to new hires by using simple ethical tricks
-
You’ve got the right people on your internal team including understanding what profile is more suited for both your scheduler and recruiter… This helps you both with getting more applicants to become employees...and also with retaining your best caregivers.
- You have a super efficient recruiting process and you are are using the right tools to automate and improve both your speed and effectiveness in recruiting
-
You know what traits and qualities make a good caregiver and what to look for in picking the right ones
-
In addition, you’ve established the right long term structure and systems to keep your good caregivers retained for longer with easy to manage programs in place
-
As a type 2 owner, you have a consistent supply of good caregivers, you even have a bench, you are able to start their cases quickly….Overtime is at at low (or almost non existent) for you ……profitability high
-
You are scaling your business much more quickly...with a lot less stress…
-
You are even spending more time with family and sleeping better at night.
SO WHY LEARN FROM ME?
Hi….for those of you who don’t know me…I’m Gregg Mazza. I have been in sales & marketing for over 25 years …a chunk of that time was as a recruiter/ headhunter…where I didn’t make a dime unless I was able to source candidates and get them excited about their new opportunities. Kind of like what home care owners are having to do today if they want to be successful at competing for the limited supply of caregivers…
When running my agency, local home care owners would reach out to us to help them with staffing their own cases…but it wasn’t always that way.
In fact, there was one situation that was the catalyst for me trying to get this recruiting piece figured out..…
There I was dozing off on the couch at this dingy hospital at about 3AM in the morning…
I was trying my best to keep my eyes open fearful that the lady I was watching might go into cardiac arrest or possibly start choking because she had a tracheotomy in her throat! A few hours earlier I spoke to a caregiver that said she would help me with the case and then she completely ghosted me!
After calling our entire list…..WE HAD NO OTHER CAREGIVERS LEFT.
I HAD TO GO DO AN OVERNIGHT SHIFT---WHICH I’VE NEVER DONE IN MY LIFE!
Why?
Because I made a commitment to help this family….PLUS it was a brand new referral source and I didn’t want to let them down!
Later that evening I started dozing off but was frighteningly awoken by the patient in the hospital bed….as she started moaning in pain, which scared the heck out of me.....And I said to myself at that moment: “This Is Never Going To Happen Again”!!!
The question I had to ask and answer for myself was was..How could I take my recruiting, sales, and marketing skills as well as the knowledge I gained on systems from my Masters Degree in Business... and apply it to my home care business so that I never had to deal with not having enough caregivers on my bench again..
Thankfully, we never did. Sure…things got patchy here and there…but in 10 years we only turned down 2 cases…
...and our unreimbursable Overtime was consistently less than ½ of a %.
Since selling our home care business, I’ve helped thousands of home care owners with growing and scaling their home care business.
And in my coaching and consulting practice, I’ve been helping home care owners solve their recruiting issues…
Many of my clients would start growing their referral business, and as a result, now having to shift their attention on finding enough caregivers
to keep up with demand.
And…over the last 12 months, with challenges caused by COVID AND unemployment benefits, recruiting became a MAJOR challenge for many clients, which is why I put together this comprehensive program.
Only difference is that during this period of history… I’ve had to dig MUCH deeper in devising a solution because of the depth of the issues agency owners are dealing with…
This is EXACTLY why we created YOUR HOME CARE RECRUITING FRAMEWORK- 4 GAPS Method…
This program was designed to provide you with the solutions that I share with my DEEP DIVE consulting clients…ONLY I’ve 10X’d the solutions to level up with the problem facing home care owners today.
In the past, home care owners could implement maybe a few tweaks to their recruiting process, and it would work to meet their demand.
Today, a BIGGER and BETTER roadmap was needed….And So Here it is!
WHAT’S INCLUDED
When we look at Section #1 of the training program…Called The Home Care Recruiting Framework….
The first section is the initial framework that I would take a consulting client through to help them understand where their biggest issues are… I call it the RECRUITING GAPS analysis…this is the starting point for figuring out where YOUR energy and YOUR focus needs to go
BEFORE implementing new strategies.
This section provides insights into what YOU should know about benchmarks for recruiting and retention in home care so that YOU can have more clarity in creating Your strategic initiatives…
The first section is all about CLARITY…as this clarity is what drives YOUR decisions and YOUR areas of strategic focus.
Without it, home care owners are often flying blind and jumping from tactic to tactic without a clear understanding of “why” they are doing what they are doing....or "how" to properly do it.
This removes the chaos and helps not only with providing a framework for your direction and your focus…but also a better understanding of the Financial Impact of decisions you are making around your RECRUITING and RETENTION strategies.
This Next section is where we dive into shrinking GAP #1....while creating
YOUR CONSISTENT SUPPLY OF CAREGIVERS
You’re able to close Gap #1 by making a few simple tweaks to optimize what you may already be doing to generate caregiver leads without having to spend any additional $$’s…truly maximizing your Return on Investment in Ad spend…This is done systematically by going through your entire early phase recruiting process to make the strategic changes necessary to get to your end result.
Not only that .. But in this section you will also discover unique ways to generate additional real applicants. Finding out some of the best ways to drive applicants in a cost effective way.
To an extent, recruiting is a numbers game. When you understand the targets you need to hit in YOUR AGENCY in order to reach your goals, the rest is simply of utilizing the most cost effective and productive ways to driving the numbers that you need. Sometimes you need only a couple of sources, other times it may be a few......But it doesn't have to be overly time consuming or complicated. It’s as simple as exploring the different low cost...no cost...and mid cost options to figure out the best formula for you.
In this section you will discover close to 15 low and no cost recruiting options to help you drive more applicants, as well as other higher investment recruiting lead generation strategies. And it's not just the source..but it's how to maximize results within each source as well as some best practices.
Discovering some unique ways to drive more applicants to you.
It ALL starts here…but certainly doesn’t end here.
In this section you will discover "what" to say and "how" to say things inside of your advertisements to make it more compelling for caregivers to WANT TO work for you. It all starts with the right messaging and understanding the trigger points that will drive up your applications.... and provide you with certainty that you have enough options to fill your caregiver bench.
In this section you will also discover why for many of you, your ads might be working but the process once they get to your application page are forcing them to BOUNCE off of your page and you are losing valuable applicants …
This section teaches you how to build one of the most valuable assets you will ever own inside of your home care business and once it builds, how to LEVERAGE it to drive a never ending supply of candidates for the rest of the time you own your business.
THE NEXT SECTION IS DESIGNED TO CLOSE YOUR GAP #2....
ETHICAL PSYCHOLOGICAL WARFARE FOR IMPROVED
CAREGIVER INTERVIEW SHOW UP RATES
This one is CRITICAL and it’s where a lot of agencies win or lose the recruiting game.
Ever wonder what it will take to get more of your caregivers to show up for interviews? Sure….no matter how good you are …you will still get No-Call-No-Shows….But I promise you, that once you discover the right ways to SHRINK this gap, you will have more quality caregivers who TRULY want to work for your agency and showing up eager to work for you.
It starts with understanding more about what they want and what they are thinking….and then knowing how to package it up in a way that will attract more of the right people.
I would love to say that it’s just one little thing as to why this happens…. In truth, there are a lot of little pieces that make up how to get more to show up for your interviews. This section gives you the roadmap and it's not hard. Simply follow the steps, make the necessary tweaks and start getting a better show up rate for interviews so that you don’t have to feel that consistent frustration.
This section is a combination of sales, marketing, operations, strategies, and tactics combined into one comprehensive …but easy to implement process for improving your show up rate and ultimately…your sanity and peace of mind….
Just small improvements in this area will pay HUGE dividends in your ability to get more caregivers on your team.
THIS SECTION IS ALL ABOUT CLOSING GAP #3
HIDDEN PSYCHOLOGICAL STRATEGIES FOR GETTING THEM TO WORK & RECRUITING SYSTEM TRICKS
We got them in, but how can we move them to the next phase…
This area in your process is where you LOCK them in….you get them bought in to your company and eliminate their desire to work anywhere else….
This section provides you a roadmap for understanding the psychology of what makes your caregivers tick and how to use that to your advantage for getting them bought in to your agency and eager to work for you.
Not only that, but the strategic recruiting portion of this section provides insights for how to ensure your recruiting efforts match demand and needs so that you are bringing in the right people to match needs and getting them off and ready to work efficiently utilizing both processes and technology for post interview efficiency.
In here we go into some of the best processes for recruiting to ensure that you are getting more people onto your team and to work quickly…
Closing Gap #4
STACKED RETENTION STRATEGIES & SYSTEMS
This section is about the systems, strategies and information management channels to put in place in your business to increase your ability to retain more caregivers….
Some of you may have tried a retention strategy or two, but it’s the layered and stacked strategies approach that will provide the highest form of leverage leading to RESULTS. Caregiver turnover has always been and will always be a challenge in our industry, but this has been magnified the last few years. Its more important than ever to ensure that you have the best RETENTION SYSTEM STRATEGIES in place for maximizing your retention potential.
This isn’t just a laundry list of ideas, this is the “how to” in setting up some of the most beneficial programs for your caregivers to not only feel like they are a part of the team but also to provide them a path within your organization, that is relatively easy to manage, takes into account your margins, and will help you to keep more caregivers committed to your organization so you are not having to deal with the ongoing revolving door.
You will also discover a science based tool for helping you get closer to hiring the "right caregivers" on the front end so you are dealing with less heartbreak on the backend.
This is all laid out in the HOME CARE RECRUITING FRAMEWORK- 4 GAPS METHOD
HERE’S WHAT YOU’RE GOING TO GET
Main modules alone are easily worth way more than the value of what you are paying for the BETA launch,.but I’ve included way MORE…..because I didn't want to leave any stone unturned that will help you get and keep more caregivers
ENTIRE SYSTEM - THE HOME CARE RECRUITING FRAMEWORK-
4 Gaps Method
This is walk through process to help you evaluate your gaps, clearly define where you need to take action, and also the tools necessary to close each of your gaps in a relatively systematic way.
Value $2995
BONUS #1:
Post Application Email Drip Campaign Structure Sequence
Here we will share with you a post application email sequence that you can duplicate, model, then plug and play so that you are slowly but consistently positioning your agency in the minds of your potential caregivers as the GO TO AGENCY of choice. Marketing to potential caregivers has a HUGE IMPACT on being able to attract more of the lions share to your team.
It’s important for your agency to have multiple touchpoints with potential caregivers and to stay front of mind awareness.
Value $1497
BONUS #2
Flyer Examples, Marketing Material- Tool kit- HOME Care Flyers
How cool would it be to have design options, layouts, etc for different marketing materials already created for you. Things that you could model for your own use and/or get the ideas you want to create your own. This is all compliments of Adam Corcoran at Home Care Flyers. Hiring a designer to create all of these documents would cost you a fortune.
Value $997
BONUS #3
6 WEEKLY Group Coaching & Q & A sessions
It’s one thing to learn this material on your own. It’s another thing to have a guide, coach, and consultant live for you and your team teaching critical lessons and then structuring time to answer any specific questions from you and/or your team.
We will have 6 weekly calls going through some of the material in sequential order spending time on key things you and your team should know as well as having an opportunity to interact live so that you can ask key questions.
Value $2497
With all of this included, that’s over $7,986 in value!!
I have clients who invest more than $10,000+ to have access to me throughout the year as their coach and providing strategies and insights for growing and scaling their home care business
There are other agencies that have invested over $5,000 to have me come to their office and sit down and help them map out a recruiting and retention strategy in a full day consulting session.
With all of the high level strategies and more importantly the breakdown of how to effectively implement an effective recruiting and retention campaign, this program is easily worth more the $3,000 I plan to charge for it once I’ve added all of the bells and whistles.
But I’m providing you with this opportunity to get in as part of my BETA group 2.0. This program is loaded, but since it's only our 2nd official launch of this particular program (the strategies inside we have been successfully teaching for years)....but this program structure is relatively new.
Please note...this program is so important to home care owners and will be forever and ever because RECRUITING is NOW and will ALWAYS be an integral part of growing and scaling a home care agency.
So this program is here to stay!!!…..We intend to make improvements and additions along the way, as we solicit and get feedback from those of you who get in our BETA 2.0 group.
And "yes"....as part of this BETA 2.0 group, you will have access to future improvements inside of your recruiting program.
So for this BETA group only…..your investment will be just 4 payments of
$237 to have access to this program for life, plus access to the improvements and additions we make ALONG THE WAY. Or Those of You That Pay All At Once Will GET A DISCOUNT
Use this program…go back to it…share it with your internal team…..use it as your recruiting training tool. Use it as your reference tool when you are ready to implement a new part to your recruiting system.
Work on your primary gap…then come back and make changes to close your other 3 gaps.
this special BETA pricing opportunity will only be availablE UNTIL MIDNIGHT ON SEPTEMBER 27th SINCE WE HAVE OUR 1st LIVE GROUP COACHING SESSION SCHEDULED THE 29th ....
With knowing the revenue per caregiver data ($13,000+ per caregiver) from the Home Care Pulse Benchmarking study...
....If all this program did….. was help you find or retain 6 more caregivers over the course of the next 6 months….....would this be worth it to you?
......If all this did was help you reduce your overtime by 3-5% points for this next year…would it be worth it to you?
....If all this did was put you in a position where you did not have to turn away any more cases or put clients on a waiting list, would it be worth it to you?
Gosh….if all this did was help you sleep better at night knowing that you had more people on your caregiver bench would it be worth it to you?!!!
Are you ready to finally implement a system where you can find
and keep more caregivers…SO YOU CAN SCALE YOUR AGENCY
This program is designed to get you results quickly…and you can see results as quickly as the first week after
implementing a few tweaks to your ad copy…..just like Michelle below
BETA GROUP 2.0 DEADLINE
What You're Going To Get:
ENTIRE SYSTEM - HOME CARE RECRUITING FRAMEWORK
- 4 GAPS METHOD
$2995
POST APPLICATION EMAIL DRIP CAMPAIGN STRUCTURE SEQUENCE
$1497
6 WEEKLY GROUP COACHING & Q & A SESSIONS
$2497
FLYER EXAMPLES, MARKETING MATERIAL- TOOL KIT- HOME CARE FLYERS
$997
TOTAL VALUE: $ 7,987
PLUS FAST MOVER BONUSES FOR THE FIRST 25 THAT SIGN UP>>>>
EXAMPLE Ad COPY RECRUITING ADS THAT WORK...AND
ALL THE RECORDINGS OF 2 OF OUR LIVE EVENTS-- thats 5 days of BREAKTHROUGH Content & Trainings
TOTAL VALUE WITH BONUSES:
$ 9,786
VALUE $1800
JOIN THE HOME CARE BREAKTHROUGH RECRUITING FRAMEWORK- 4 GAPS METHOD SO YOU CAN FINALLY SCALE YOUR AGENCY FASTER " TODAY"!
ALL FOR JUST 4 Monthly Payments of $237
IMPORTANT NOTE: YOU ALSO GET A DISCOUNT IF CHOOSE TO YOU PAY ALL AT ONCE VS SPLITTING UP INTO PAYMENTS!!!
STEP 1: CONTACT INFORMATION
Full Name:
Email Address:
Phone Number:
STEP 2: BILLING INFORMATION
STEP 3: I ALSO WANT TO TAKE ADVANTAGE OF THIS OPPORTUNITY BELOW TO GET MORE LONG TERM CARE INSURANCE CLIENTS--as more than a 75% discount.
90 DAY UNCONDITIONAL 100% MONEY BACK GUARANTEE
If you become a part of our BETA group 2.0, we are even offering you a 90 day unconditional money back guarantee.
Go through the lessons in the program, implement the different strategies, make the ad copy changes…use some of the lead generation strategies, change your screening process, set up the auto responders, track your numbers etc.
IF you DO NOT FEEL LIKE THIS PROGRAM WILL HELP YOU FIND AND KEEP A LOT MORE CAREGIVERS AFTER IMPLEMENTING THE STRATEGIES CORRECTLY…..THEN JUST SEND US A NOTE TO [email protected] in the next 90 days and we will stop any future payments…and even refund what you had invested to that point.
That’s right….90 days to really DIG IN ...and IMPLEMENT what you discover in this program..... using a much better strategic recruiting system.…and if you DO NOT think it will help you and/or you don't think this will be a GREAT tool for you and your team to MASTER recruiting and get a Return On Your Investment.... just send us an email within the first 90 days and we will give you your money back.
THAT'S HOW CONFIDENT WE ARE IN THIS PROGRAM!!!
Literally go through the entire program...IMPLEMENT....and You get to decide if it was a good investment for you.
That simple!
LET’S DO THE MATH HERE…
IF 1 CAREGIVER = $13,000+ IN REVENUE, WOULD YOU INVEST JUST OVER $900 BUCKS (4 PAYMENTS OF $237) TO CREATE A MORE CONSISTENT STREAM OF QUALIFIED CAREGIVERS TO YOUR BUSINESS BY CLOSING THESE 4 RECRUITING GAPS SYSTEMATICALLY?
VS THOSE OF YOU WHO WILL STILL DO NOTHING AS THEIR RECRUITING STRUGGLES, SLEEPLESS NIGHTS, & FRUSTRATIONS CONTINUE...
NOT TAKING ACTION & CURRENT RECRUITING STRUGGLES CONTINUE
Here’s the reality. Some of you will sit here and do absolutely nothing. No judgment. But it's true. Some of you will know this program will help you...but for one reason or the other, you just won't move forward...even with the money back guarantee. You will unfortunately assume either that you have it all figured out....that you will get everything you need from your franchise... or you might just talk yourself out of it because you already invested in another recruiting training program that did very little for you.
I get it…that’s happened to me before. It's also why we offer the MONEY BACK GUARANTEE...so you can decide if you got results after implementing.
Those who do nothing are generally the same owners who will still be sitting here for the next 6 months with:
…… very little improvement in their recruiting
.... still not getting enough caregiver applicants
…… still overwhelmed
……still stressed out
…..still turning down cases…. or putting people on a wait list
…..paying large amounts of overtime that’s costing a small fortune…
.....Still asking in 6 months... "how can i find more caregivers"
Those owners will be looking back 6 months from now ....wishing that they made a decision to implement new recruiting strategies in their business…… and disappointed that they didn’t take action.
THEN THERE WILL BE THOSE OF YOU WHO TOOK IMMEDIATE ACTION & ARE NOW WINNING IN THE HOME CARE RECRUITING
& RETENTION GAME
I know there will be many of YOU home care owners who take action right now because you know you need the help and are willing to do whatever it takes to make improvements in their business. There will be those of you who recognize that you NEED solutions and are willing to invest in your business so that you can grow and ultimately scale your agency.
You understand the ROI that's at stake!
You know that this recruiting problem needs to be fixed and you are willing to make the shifts necessary to find and retain more caregivers because you can see how important they are to the success of your business.
Think about how much better your life will be 6 months from now after you have made these shifts….Even if the unemployment has ended ….you will be so much better positioned than your competition at finding and keeping the best caregivers because you will have the best recruiting systems in place.
CAREGIVERS ARE YOUR PRODUCT…and your entire business is built around them. You are grateful that you made the decision to make these shifts.
Scheduling just got a whole lot easier… (Your team thanks you :-)
You are sleeping better at not and not nearly as worried if you will have a caregiver to take on a new case that just popped up…Or to staff Mrs Jones (one of your existing clients) who really needs your help
You look at your profit report and you can see that you are more profitable…You have paid way less in overtime…
Your on call report doesn’t look like a disaster struck…
You stop getting knots in your stomach every time the phone rings worried that it could be another staffing issue that cropped up
Life is so much better…and your team is MUCH happier as a result of the new recruiting system and your new ability to find and keep more of the good caregivers.
SUCCESS STORIES OF HOME CARE AGENCIES LEARNING FROM US
