Senior Living Operators Tweak Recruiting Methods With Hard-to-Hire Workers in Mind

Senior living operators are facing challenges in hiring for specialized positions such as nurses. To address this, some operators are adjusting their recruiting strategies to attract workers with nontraditional skill sets. For example, LCS is recruiting individuals with sales and marketing backgrounds for roles in senior housing leadership. This approach aims to bring in outside talent that could benefit the operation. Similarly, nonprofit Ascension Living is focusing on filling a combination of RN, LPN, and clinical positions by emphasizing job advancement opportunities for existing workforce members. Additionally, companies are highlighting the benefits of senior living, such as work-life balance and the rewarding experience of working with residents, to attract workers from other industries. Ultimately, recruiting efforts are being measured for ROI, with companies tracking metrics such as time to hire, cost of hiring, and retention rates to determine the effectiveness of their recruiting strategies.