Cheryl Peltekis, RN “The Solutionist”

I have spoken to so many agencies over the last month who are really in dire need of staffing. People are trying to get creative with ads that are just so unique.

One of the ways they have shared with me that are bringing them great results is humor in the ad.

Full-time Home Health Aide Needed

There is no need to apply if you don’t have reliable transportation, if your car is broken every week, and no babysitter can be found every weekend. Seriously, do us both a favor and go to the next agency and skip mine.   

If you can’t be thankful for the experience of helping people, then get a job where you don’t have to interact with people.

You aren’t getting paid to be on your phone all day, so if you can’t engage with people, then don’t apply.

Also, we are hiring people who want to work here for years!  We provide your health benefits, so please apply if you really want to work and do work that loves you back.


This ad is funny, right? The owner reported that this ad got more aides to respond than any he had ever used. I understand if this ad isn’t your style but you may have to mix up what you are doing with your ads to find the best candidates for your agency.

Last week, I was at a State Association meeting, and I went to 3 different presentations on recruiting and retention.


Here are some of the highlights:


    • Your ads need to be no longer than four days old. On day 5, start each “help wanted post” all over.
    • Place your help wanted ads for the neighborhood that you are hiring staff to serve clients.
    • Use language that makes caregiving a position that makes a difference in the world.
    • Make sure the ad says flexible scheduling. Many aides work for two or more agencies.
    • Have a referral incentive program.
    • Use LinkedIn, Facebook, Twitter, Instagram
    • Use Videos about why your company is the place to work on the website
    • “No Experience Necessary” – Train and have a competency program.


I know how hard it is these days (or any days)to not have the help you need to serve patients. At the core of my being, I feel the pain of knowing that seniors are going without care.

That is why Retention is critical. As we move through the worst of the pandemic, employees are revisiting job expectations.  They want flexibility, better pay, and greater connection. They also want the chance to make a real difference in the world.


So it’s up to you to create an agency where caregivers want to work!

    • Put work/life balance first.
    • Continue to focus on worker and patient health and safety
    • Provide them with the tools they need to do their job
    • Foster loyalty with a positive working environment
    • Offer mentorship and career paths
    • Maintain open lines of communication


Value your staff, show them appreciation, and treat them as the essential workers they are. Need more ideas on how to improve your recruiting process?

Need help with interviewing?

Need new ideas on retaining staff?

You can buy our recruiting and retention program right here!


Keep Helping, Keep Serving,

Cheryl Pelekis, RN “The Solutionist”

Mom’s outpatient treatments were completed in the ambulatory center.

She went every day for five days for treatment.

My brother went for the 1st three, then shift change, and I went for the last 2.

My Mom was a school teacher for 32 years and is SUPER sweet. So in the car, when she told me:

“Mel, if I get the nurse from yesterday, I will ask for another one she was not very good at getting my IV in.”

I said, “Ok, Mom, let’s see who it is.”

We were brought back, and Mom sat in the chair. They are not actual “rooms.” They have just curtained “rooms,” so of course, you can hear everyone’s conversation.

The lady next to us said to the MA who took everyone’s vitals – “I want Mary Lynn to start my IV – that nurse yesterday didn’t know what she was doing, and she stabbed me four times before she called Mary Lynn – so let’s just start with Mary Lynn.”

Mom looked at me and nodded her head as if to say, “See, I told you – I want Mary Lynn too.”


The curtains opened, and a nurse who looked to be in her late 40s with an air of confidence said to my Mom and me,“Hi, I am Mary Lynn. I will be doing your treatment today.”

I could see my Mom nod her head and smile behind her mask – “Oh good, I was hoping I would get you!”

Mary Lynn said“well, good cuz here I am!”

According to my Mom, Mary Lynn moved around my Mom with the assurance and skill to pop in the IV on the first try without pain.

After the treatment, my Mom said to Mary Lynn“You are a really good nurse. I hope I get you again.”

Mary Lynn said to my Mom, “Oh, thanks – I love my job, and I have been practicing a long time, so my IV skills are pretty good.”

My Mom said, ‘It shows.”


What can we learn from Mary Lynn?




How do you get “Confidence.”

By gaining KNOWLEDGE!


How do you gain knowledge in the post-acute space?


  • Read: Do you know…
    • Medicare Home Health Chapter 7 of the Benefits Policy Manual
    • The LCDs for your area?
    • Do you subscribe to the industry news?


  • TRAIN: Be like a champion!
    • Do you invest in your skills?
    • How do you measure your successes?


You do not MAGICALLY become an expert – you train to become one!

And then DO – Like Mary Lynn – you have to practice!

You can be the Post Acute Care Expert!

And just like Mary Lynn – people will “request” you when you can help them navigate the sea of providers!

Ready to train?

We got your path to become a Post Acute Care Expert – Join US!


Want to discover how YOU can become an expert? Click here to reserve time on Mike’s Calendar and he’ll show you the proven techniques that are helping agencies grow.


Together We Grow!


There are two types of Marketers.

In the world of Home Health, Hospice, and In-Home Care, we see two types of Marketers.

There are Amateurs:

    • They fear cold calling.
    • They have call reluctance.
    • They wonder what to say and what frequency to visit an account.
    • They do not know who to call on.
    • When they go out in the field, they make 100s of “visits” but don’t get referrals.
    • They are unsure how to follow up.
    • They are unaware of how to not be a pest.
    • They rely on “hope” and rely on the idea that enough activity will get them “some” referrals.
    • Their referrals are not consistent. They can’t count on their pipeline to give them monthly results.
    • They always struggle.

Then there are Professionals:

    • These are the marketers who are the top producers.
    • They consistently get rewarded for their performance.
    • They have the confidence that others lack.
    • They love their jobs.
    • They are good at them.
    • They make investments into their marketing skillsets.
    • They understand they are a student of the “game.”  Like any sports athlete, they know they must study and scrimmage.
    • They don’t let their ego get in the way of their learning and personal growth.  Because they prioritize referral results over everything else, these people win over and over.

Amateur or Professional: Which one would you classify yourself or your sales team members?

An honest evaluation will help you understand where your sales efforts are currently and where they are going.

Consider these simple seven questions:

    1. Are you currently hitting your sales goals or at least making your minimums?
    2. How many new accounts did you visit in the last 30 days?
    3. What are the top three types of accounts you are most likely to get referrals from?
    4. Consider the last 3-5 referrals you received. Did those come from the same referral source? If not, how long has it been since you received a referral from that same referral source?
    5. Still considering the last 3-5 referrals, Do you have a follow-up protocol? Is it similar for each one?
    6. Would you say that your referral sources see you as an “extension” of their office? Do they look at you like a partner or a vendor?
    7. Besides this article, when was the last time you researched, studied, or trained to become a better salesperson?

After answering these questions, you should have some idea of where you may fit on the scale of Amateur to Professional. The key here is more than maintaining a few good relationships. Everything hinges on your ability to consistently evolve with a market that is going to change.

If the pandemic has taught us anything, it is that the industry absolutely will change. Maybe not today or tomorrow, but before you know it, you will need new methods and techniques to continue to stay on top. We have to evolve to make sure our success story doesn’t end during times of change but continues to thrive.

You may have noticed a subject that we never covered. Your tenure (how long you’ve been with your company). You see, being an amateur or a professional has NOTHING to do with the number of years you have been in the field.

It’s all about your ability to deliver a result.


Become a professional!

Click here to discover how with Mike.


Together We Grow!