Senior living operators in 2024 are facing new challenges when it comes to staffing. With a low unemployment rate and competition for qualified candidates remaining tough, companies like Atria, Sonida, and Vi are revamping their strategies to attract and retain talent.
Blowing up recruiting, retooling retention
Operators are adapting to evolving trends in hiring and retention, including changes in job applicant behavior and the preferences of younger workers. Sonida and Vi are focusing on learning more about the incoming generation of workers and customizing their staffing approaches to fit specific community needs.
Vi has undergone a recruiting transformation, leading to hiring success by focusing recruiters on specific departments. Atria uses talent-mapping to identify the right fit for employees within the workforce. Sonida employs a talent partner model to provide qualified candidates to communities.
Employee engagement surveys and exit interviews have helped companies like Atria improve retention. Leadership development is a priority, with operators working to create career development opportunities for staff with leadership potential.
Staffing still in flux in 2024
While senior living operators have made progress in staffing, the industry’s workforce continues to evolve. Operators like Vi are focusing on staffing expense control and matching care revenue to service costs. Atria is monitoring the impact of the FLSA overtime rule on staffing budgets.
Success in senior living will depend on understanding resident needs, optimizing care delivery, and properly charging for services. By creating retention, stabilizing the workforce, and differentiating on the labor side, operators can ensure success in the future.
