How to recruit long-term care facility staff

By Stephanie Lamie

Many long-term care facilities are looking for solutions to combat continued labor shortages. According to the American Health Care Association’s^® State of the Sector report, 99% of facilities have open jobs, yet 94% say they are challenged with recruiting new staff. When asked why, 67% cite either a lack of interest or the absence of qualified applicants. If you’re one of many long-term care facilities facing similar challenges, you may want to consider a fresh approach to your recruitment strategy.

Because healthcare workers are in such high demand, their expectations are shifting. No longer are standard pay and benefits their only considerations. Candidates of today are looking for more. Wondering how to recruit long-term care facility staff effectively? Ensure your organization piques their interest by adding these offers to your recruitment toolbox.

Transparency

Candidates expect transparency throughout the hiring process, from reading the initial job posting to their first day of work. Provide a detailed job description that outlines work duties, organizational culture, perks and benefits, and the potential for growth. Communicate timelines for interviews, call backs, decision-making and start dates. Provide opportunities to ask questions, tour facilities and meet the team. Make getting in touch throughout the process easy. A magnet or decal, imprinted with important contact details, ensures they know where to turn should questions arise.

Mentorships

Buddying new employees with mentors can help enhance onboarding, reduce mistakes and improve retention. Choose mentors who are knowledgeable, enthusiastic and engaged. Prepare them to do their best by providing training on empathy, goal setting, active listening and giving constructive feedback. Prioritize the mentor/mentee relationship by setting aside time for relationship building, learning and more. A paid coffee break, complete with matching mugs, can help them build rapport (and stay fueled). Ensure new employees can jot questions and notes as they learn by giving them a branded notebook and pen set.

Creative perks

Going beyond what’s expected for benefits can give your organization an edge on the competition. Consider one or all of these creative options.

Paid growth opportunities

Nothing shows employees you’re in it for the long haul like investing in their future. Help staff achieve career goals by offering paid professional development and tuition. At the start of each year, encourage employees to set professional goals. Offer some level of reimbursement when they achieve those goals. Whether they attend a conference or obtain a new credential, celebrate their accomplishment by giving them a new lanyard and pin.

Wellness benefits

Health insurance is an expected wellness benefit. Go above and beyond by offering ala carte options or an entire suite of wellness benefits. Include offerings such as paid health screenings, gym memberships, personal training, fitness courses, nutrition classes or alternative therapies, like massage or acupuncture. Promote these offerings at job fairs, on your website and within participating organizations. If your facility partners with a local gym or masseuse, ask to display a table tent promoting the cooperation between your organization and theirs.

Flexibility

Flexible work options show recruits that your organization prioritizes work-life balance and employee well-being. Bonus: Flexibility can also help prevent burnout. Consider job-sharing options, where two part-time employees share the responsibilities of a full-time position. If possible, offer flexible start and end times that work around your employees’ lifestyles. Or allow them to compress their work week, for example, into four 10-hour days, to free up more time at home. Offering the option to complete paperwork from home, after-hours, can also aid in work-life balance.

Childcare assistance

Approximately 30% of healthcare workers have children who are under the age of 14. And for the average family, childcare accounts for the single largest household expense—even more so than housing and food. Addressing this challenge with on-site childcare, childcare reimbursement or flexible spending accounts for childcare expenses can help your organization stand out.

Recruit your next all-star

A career in long-term care can be a fulfilling one. Drum up interest in working for your facility with these creative strategies and recruitment ideas.

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