Home Health and Hospice work calls for individuals with excellent training, meticulous standards, and unwavering compassion — and Joshua Moore knows how to find them.
“There is a unique emphasis on quality of care and patient experience in Home Health and Hospice,” said Moore, a Managing Partner at Full Spectrum Search Group.
“Many of our clients pride themselves on the quality of care that’s paramount in Home Health and Hospice,” he added. “We’re able to connect them with the right candidates who are hands-on, hard-working, care-focused clinicians who truly know their stuff.”
Moore has amassed over five years of industry experience with Full Spectrum, where he has delved into the long-term care industry with CEO Max McNamara. Moore was drawn to the firm because of McNamara’s market expertise and the client-focused approach that serves as Full Spectrum’s cornerstone.
“There’s an emphasis on a quality experience for both the candidate and the client: we focus on creating a win-win for everybody,” Moore said of the firm’s approach to recruiting in the Home Health and Hospice space. In his career as a recruiter, Moore has become adept at connecting with candidates who are experts in both palliative and curative care.
Overseeing the Home Health and Hospice practice at Full Spectrum, Moore has developed an appreciation for the challenging, nuanced conditions Home Health and Hospice clinicians and leaders face — as well as an eye for the qualities that successful agencies possess.
As a result, Moore and the recruiters he works with have nurtured a symbiotic relationship with Home Health and Hospice communities across the country.
“We are often able to educate our clients and candidates about market rates,” Moore shared. “We share with them what our network is telling us, point out misconceptions we encounter, and make sure both the client and candidate are making the best decisions for their wellbeing.”
In his extensive experience in the Home Health and Hospice sphere, Moore has nurtured a network of happy candidates, who often refer coworkers and friends to Full Spectrum. But he is equally as impacted by the candidates who are unsure about connecting with a recruiter.
“A recent candidate we had wasn’t initially interested, but as we moved along in the process, he shared that his previous employer had left promises unfulfilled and support that wasn’t provided,” Moore said.
In an industry as demanding and impactful as Home Health and Hospice, Moore understands the importance of placing professionals where they will be supported and well cared for.
“Proper staffing protects Home Health and Hospice professionals from being burned out or overworked,” Moore said. “There are so many benefits to being able to help supply those connections on both the client and candidate side — helping them find the right fit will ultimately help provide the best experience for their patients.”
While Moore and the team at Full Spectrum support professionals year-round, November is Home Health and Hospice Month. To honor this momentous time of year, Moore sat down with us to discuss the importance of nuanced recruiting, building a network via meaningful connections, and how he and his team are helping create a meaningful impact in the Home Health and Hospice industry.
What recruiting interactions have the most impact on you?
It’s just as special when you talk to a candidate that initially is not interested. Here’s a recent experience with a candidate: When I first spoke to him, he wasn’t interested in the job. He was happy with his current position. But the more we discussed it, he was open to having that initial interview.
As we moved along the interview process, he began to get really excited about this new opportunity. He eventually shared with me some of the things that he was unhappy about with his current job. They had made a lot of promises that they hadn’t fulfilled. There’d been a lot of talk of things that hadn’t happened. He wasn’t getting the support that he was looking for. He didn’t see that there was any room for growth for him — and he saw that this opportunity was going to be a solution to a lot of those problems.
His new position offered a better culture, a place he would be excited to work, and people he would enjoy working with. When you are able to get past that initial conversation and discover how you can serve their needs, it’s a really satisfying experience.
What is special about recruiting in home health and hospice?
Home Health and Hospice is very different from recruiting and other areas of long-term care like Skilled Nursing or Assisted Living. It’s agency-based, and it’s more about community network.
You don’t have a facility that residents or patients are coming to. It’s all about the quality of care, the quality of the service, the reputation, the community, and how invested that agency is in the local community. I really love that as an aspect of Home Health and Hospice.
Depending on the role, there is a different attitude of what you’ll be dealing with: someone that has to manage a clinical team in the field versus a clinical team that is in the facility. You need to have confidence in someone’s clinical skills, and how they’re representing the company as an RN case manager or as a field nurse in the patient’s home.
Being able to find the right roles for clinical leadership that are going to instill those values and maintain those clinical skills for the team is really important.
On the sales side, it’s really all about community and local network — knowing that they have people on the ground. It’s important for us to know that the person is familiar with that market.
What aspects do you love most about working with home health and hospice clients and candidates?
There are some things that are universal across long-term care, but there is the unique element of going into patients’ homes. It is really rewarding for us as recruiters to be able to help clients capitalize on the promises that they’re making to the community of offering quality care. We’re able to help supply them with the clinical support that’s necessary so their current staff aren’t being burned out and aren’t being overworked.
Recently, I was working with a client of ours — a national operator that has a really solid footprint in the LA market. And we were working on a hard-to-fill position for a clinical leader.
They have a very strong emphasis on higher-acuity patient care. They needed someone that would be really strong, savvy, and able to be that clinical leader. The market value was higher than what they had budgeted for the position, and we were able to put together some information on the price points at which we’ve placed this role. With that information, they were able to go back to the higher-ups and provide a higher rate.
What questions do you frequently get asked in home health and hospice by candidates — and by clients?
We often get questions about market rates, which we’re happy to discuss. If a candidate is moving into a new position, we’re able to educate them on what that position would look like, and what that income range would be. If a client is working in a lot of other markets on a regional or national basis, they may not have up-to-date information on what the market rate currently is for that position. Sometimes clients will ask us if they’re paying enough, and we can share with them that they’re in a great range for the local market.
Candidates often asked us about the reputation of different operators in the market. Being able to really understand the background for this opening and knowing the culture and the specifics of that local agency history is really helpful for us to be able to educate candidates. We’re able to say, “Yeah, they may have a reputation of having high turnover, but the reality is they’ve had two different moves in the past six months, but one of those was somebody that was promoted into a regional role, another with someone that relocated because of a family issue.”
What qualities do you look for in candidates?
We look for somebody that’s got the experience, obviously, but we’re also looking for someone that’s going to be a good culture fit. What’s their approach to care? What kind of room for growth will they have with the company?
Making sure that it’s going to align for that candidate is something that we really try to be focused on. We aim to ensure this is going to be a role and a placement that’s going to allow them to be successful with the company in the future.
What keeps you working in Home Health and Hospice?
One of the things that really draws me to Home Health and Hospice right now is how I see it progressing and growing in the country over the next decade. Home Health and Hospice patients have had year-over-year increases consistently over the past 10 years.
After everything that we’ve experienced with the pandemic, more and more people don’t want to be cared for in a facility setting. More and more facilities want patients to be cared for at home versus having long stays in the facilities. I think it really answers a need that patients have to be able to be cared for in an environment they feel comfortable in.
My own grandmother recently was put into a skilled nursing facility: She’s suffering from some memory care and dementia issues. That’s been really challenging for us as a family.
We’re really looking forward to getting her back into the home setting where she feels more comfortable, where she has fewer episodes, and where she is able to feel more at ease and focus on just getting better.
I think this is true across the board for a lot of families. I see this being the future of long-term care — and I want to be a part of that growth and serving those needs.
To learn more about Josh Moore and the whole Full Spectrum Search Group Team, click here.