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With a rapidly growing aging population and demand for care at an all-time high, finding and keeping qualified caregivers is one of the biggest challenges facing the senior care space today. That&rsquo;s why leading in-home senior care franchise <a href="https://www.seniorhelpersfranchise.com/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=how-senior-helpers-excels-at-hiring-and-retaining-quality-caregivers-2710586" target="_blank" rel="nofollow" style="text-decoration-line:none" target="_blank">Senior Helpers</a> makes caregiver recruitment and retention a priority throughout its franchise system.

<a href="https://1851franchise.com/seniorhelpers/" style="text-decoration-line:none" target="_blank">Senior Helpers</a> has dedicated time and resources to address this challenge head-on at the corporate level. The company has developed a competitive employment program that its franchise owners have successfully leveraged during the hiring process.&nbsp;

&ldquo;The programs we&#39;ve designed are geared toward making Senior Helpers a destination for caregivers,&rdquo; said Vice President of Franchise Development, Rob Cantrell. &ldquo;We recently became the first and only national in-home senior care provider <a href="https://1851franchise.com/seniorhelpers/senior-helpers-certified-as-a-great-place-to-work-2710142#mostRecent" style="text-decoration-line:none" target="_blank">to receive Great Place to Work certification</a>, a major point of pride for us. Our training structure presents caregivers with a ladder of accomplishments to achieve proficient professional development, allowing them to build skills toward care specialization along the way.&rdquo;

Matt Majoros, Senior Helpers&rsquo; Director of Caregiver Talent and Development, leads the team tasked with implementing and growing these programs in line with the industry&rsquo;s ever-evolving needs. For him, Senior Helpers&rsquo; approach to facilitating employee satisfaction is deeply rooted in the brand&rsquo;s culture of respect.

&ldquo;At Senior Helpers, it is our mission to provide passionate care and quality of life for employees and clients,&rdquo; Majoros said. &ldquo;A big part of our job is to make sure we are providing a great place to work and allowing our caregivers to reach their personal and professional goals.&rdquo;

Some of the ways in which Senior Helpers expands the strength of its employment opportunity for caregivers is through specialized dementia, Alzheimer&rsquo;s and Parkinson&rsquo;s treatment programs and the detailed training that accompanies them. Beyond just caregiver training, though, is ongoing education&mdash;<a href="https://1851franchise.com/seniorhelpers/making-innovation-the-norm-how-senior-helpers-franchise-dictates-the-trends-in-the-home-care-industry-2709174" style="text-decoration-line:none" target="_blank">Senior Helpers makes it a priority to stay at the forefront of industry trends</a> to grow caregiver knowledge and expertise. All of this helps Majoros&rsquo; dedicated team generate staying power among caregivers, which, in turn, better supports franchisees.

&ldquo;Our unique caregiver engagement process focuses on various steps of the recruitment and retention life cycle, through which we are able to locate, qualify and match the right caregivers to the right clients,&rdquo; Majoros explained. Connecting caregivers with clients who match well with their area of interest and expertise has helped Senior Helpers generate a strong referral system too, Majoros noted.&nbsp;

&ldquo;If we can provide an exceptional candidate experience, find the best talent and put them in a home to provide exceptional service, we are more likely to receive a service referral,&rdquo; he said. &ldquo;Senior Helpers has done an amazing job of putting subject matter experts in place to provide support to all of our franchisees to be successful.&rdquo;&nbsp;

Above all, Senior Helpers excels in caregiver retention by treating its employees with the same level of respect, courtesy and compassion that the brand expects them to have for their clients. In doing so, caregivers feel more valued by and connected to Senior Helpers, which inclines them to grow with the brand.&nbsp;

&ldquo;We have an exceptional leadership team, franchise system and staff that care about their people and make sure it shows,&rdquo; Majoros said. &ldquo;We work hard to create an inclusive environment here&mdash;while we have retention processes, rewards programs and other benefits in place, employee satisfaction is always going to come down to how they are treated, and it&rsquo;s been a blessing to see that philosophy present itself at every level of our brand.&rdquo;

The initial start-up cost for a single-unit franchise with Senior Helpers ranges between $104,800 and $144,300 and has a franchisee fee of $49,500. Qualified veterans receive an additional 10% off the franchise fee. To learn more about franchising opportunities with Senior Helpers, visit <a href="https://www.seniorhelpersfranchise.com/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=how-senior-helpers-excels-at-hiring-and-retaining-quality-caregivers-2710586" target="_blank" rel="nofollow" style="text-decoration-line:none" target="_blank">https://www.seniorhelpersfranchise.com/</a>.

How Senior Helpers Excels at Hiring and Retaining Quality Caregivers

1851 Franchise

A systemwide culture of respect, a dedicated recruiting team and strong training programs centered on professional development come together to create an extremely competitive employment opportunity for caregivers with Senior Helpers.

This brand page has been paid for by 1851. Content within this page that is paid will showcase a Sponsored icon. This means the brand has engaged 1851 FRANCHISE to write the content. Content without the Sponsored Icon is aggregated media placements the brand earned. Questions can be sent to editorial@1851franchise.com

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