--001a11c3d1386e43ca0515819a3a Content-Type: multipart/alternative; boundary=001a11c3d1386e43c40515819a38 --001a11c3d1386e43c40515819a38 Content-Type: text/plain; charset=UTF-8 All, as discussed, a few updated recruiting ideas and ads that are working - one is for hourly and one is for live-in. These ads are based on what caregivers like from the mycnajobs webinar in October. I also attached Andy Grim's fantastic ad and the strategy he employs that you may want to consider, it's a huge recruiting boom for them - especially for live-in. The Richmond office is killing it with Call-A-Doctor Plus (not in Canada). It's working on all fronts, recruiting, retention, and leverage for caregivers to pick up a shift that they need help with right away. Andy is offering Call-A-Doctor right off the bat to live-in caregivers. He is advertising it that way and getting good response. They get to enroll day one - no waiting period and it covers 5 of their household members too. He does not charge them - it is only 7.50 a month. His hourly caregivers have to work three months at 30 hours, have an acceptable performance score and then he enrolls them and pays for them. If he needs a fill in - he offers the caregiver enrollment right then and there for doing them a favor and they go. He said it's a huge winner. He saw it work when his ECM was sick the other day and she called, the nurse answered and had a doctor call back in about 20 minutes. Based on her symptoms, he got her an appointment to test for flu and called in a prescription just in case it was upper respiratory. It was simple and easy. They have really good drug savings too. This is an edge you may need to use. Between that and your higher pay, it would be a great way to lead in a posting. I included that ad too. Another thing he is doing that has been a recruiting boom for Live-In caregivers along with Call-a-Doctor, he advertises a 7 day on 7 day off schedule. The shift is Thursday through Thursday. He spans it two work weeks to keep the OT under control. Thursday - Sunday and Monday - Wednesday. The caregivers love it because they get a weekend off and that was his big problem. They also like the way he presents the pay. I think it nets out to just under 1000.00 for that shift. He tells them during their "week off" they can either pick up a shift which would be pure OT so he uses them to plug any holes or they can go work for someone else. Other ideas: Displaying a sense of urgency to the caregiver, talking about real jobs, that they can go to work tomorrow. Getting them in fast. Double or triple booking to make sure you get your interview quota Referral Bonus offering with existing caregivers - every time you talk to them / stuff offers in paychecks. Ask each applicant before they come and when they show up for the interview who they can recommend. Take a look at how www.*call*-*em*-*all*.com/ works Get used to sending out e-mail blasts to vetted caregivers about jobs. Look in another barrel and train