Staffing is becoming one of the most significant challenges for senior living communities. The population is aging, so the senior living industry is growing. This growth is positive in many ways, but it creates further issues for an industry already facing labor shortages. What can senior communities do to overcome these issues? This post explores strategies communities can use to recruit and retain senior living staff.
Recruiting and Retention Strategies for Senior Living Staff
Offer Better Pay and Benefits
Compensation is where it all starts for effective recruiting and retention. Senior living professionals want competitive salaries and good benefits. Your community must offer competitive compensation to attract top talent. You’ll also experience lower turnover as employees will be less likely to leave for better opportunities.
The first step is to review salaries and ensure they align with industry standards. Additionally, you should review raise schedules to ensure they are competitive. Communities should also offer comprehensive benefits like health insurance, paid time off, and retirement plans. Various bonuses can also increase employee satisfaction.
Cultivate a Positive Work Environment
You can’t underestimate the value of a positive working environment. No one wants to work in a negative or dysfunctional place. Employees thrive in environments that foster respect, appreciation, and teamwork. Additionally, a reputation for being a positive and supportive workplace helps with recruiting.
A positive workplace culture starts at the top. Managers should lead by example and prioritize open communication. Various recognition programs can show employees they’re appreciated and increase satisfaction. Encouraging work-life balance through flexible scheduling and wellness programs improves morale and reduces burnout.
Refine Recruiting and Hiring Practices
Communities should review and refine their recruiting and hiring processes. With better and more intentional employee acquisition, you can recruit talented team members and retain staff. The key is to consider more than qualifications—you also want to find people who will stay longer. A streamlined process can also prevent hiring delays that may lead to staffing issues.
Start by creating clear, compelling job descriptions highlighting the benefits of working for your community. You could also work with staffing companies that can help you identify and attract top candidates. Building relationships with local nursing schools, vocational programs, and healthcare organizations creates a talent pipeline. Developing an employee referral program encourages existing staff to refer talented professionals they know.
Opportunities to Grow and Advance
Senior living professionals won’t want to invest time in a company if they see no path to growth or advancement. Communities can use training and career growth to recruit and retain staff. Staff training can also add value to employees and ensure better resident care.
Beyond good training during onboarding, communities should offer continuing training and education. Provide opportunities to learn new skills and get certifications. Offer regular workshops and training courses to develop employee skills. Additionally, communities should prioritize promoting from within to show employees and potential recruits there are paths to career growth.
Convenient Senior Living Solutions Done Right!
Canopy Senior Living is Atlanta’s most trusted, experienced, innovative senior living management company! Beyond improving overall operations, we can help with recruiting and senior living staff retention. If you’re interested in our services, message us by clicking here.