Senior living and long-term care providers are still battling workforce shortages and difficulties finding and keep good workers. But some interesting solutions and best practices are emerging:
- Having a team dedicated to recruitment for more robust brainstorming and innovative ways to reach potential employees.
- Expanding partnerships with vocational schools, high schools, and colleges, identifying and nurturing students with an interest in long-term care.
- Recognizing the importance of having an inclusive and supportive culture. If you’re not focusing on this yet, now is the time. Job seekers consistently identify this as something they seek in an employer.
- Retooling marketing efforts to spotlight this culture and highlight accomplishments, efforts, and benefits that resonate with younger people who are just starting their careers.
- Establishing new systems to help with recruitment and retention. For instance, weekly Zoom calls with managers can help identify where there are openings, what jobs are harder to fill, why people are leaving, etc. Then you can identify ways to attract and keep more workers.
- Improving onboarding to engage new workers. For instance, have new hires fill out cards listing their favorite things, hobbies, goals, and dreams.
