I often feel like a broken record when I talk about staffing shortages, recruitment struggles, hiring the right person and retaining them. These problems didn’t evolve overnight. In fact, they’ve been major challenges for more than a decade and as the Baby Boomers enter senior care, we might be facing a major crisis. Because quality is the most important factor, we must always remember that the new hire who’s been successfully recruited and is now taking care of your residents, makes or breaks quality of care, life and health outcomes.
Survey Says…
According to a survey in June of 2022 completed by the American Health Care Association, 60% of staffing issues in nursing homes had worsened greatly earlier in the year and a whopping 98% of nursing homes had major problems finding and hiring new employees. Another source, the U.S. Bureau of Labor Statistics noted a steady decline in nursing home staff over the past decade. Even worse, the ongoing shortage of staff has factored into the poor physical and mental health outcomes of countless residents across the country.
Components Needed to Find, Hire and Inspire New Employees
First of all, we have to realize that the senior care industry is in dire need of good candidates to come onboard and provide the best care they can to an aging and increasingly frail older population. We must also take into account that when demand is high and supply is low, competition is going to be fierce. That’s just how the market works.
Sell Quality to Potential Hires
You don’t have to sell the job – candidates know why they’re applying for it already. You don’t need to sell the building – they drive by it and know what most nursing homes look like. What you need to sell most is the quality of the care your staff currently provide and your unwavering passion to deliver only the best care to the people who matter the most – your residents. Tell them about your deep commitment to quality and what you would expect from them. Bad candidates will run away like they’ve stolen something! Good ones, on the other hand, will be inspired to get hired.
Be What You Expect from New Hires and Current Employees
We all know the old sayings “If you talk the talk, you need to walk the walk”, and “Put your money where your mouth is”. In other words, you should be the model of quality, expect quality, and hire quality candidates who will add greatness to your care community. After hiring the right person, support them and provide the resources they need to succeed. Remember, the new hire off the street is now the eyes, ears and hands of your residents.
Hire for Heart
It’s easier to hire a candidate who has years of experience behind them versus someone who has little to no experience. This is where you find out what makes this person tick. Do they love working with seniors? Are they compassionate, kind and caring? If so, you can always compensate for their lack of experience with strong training, mentoring and supervision. For this to work, you must persuade your clinical leaders, like RN Supervisors, to invest their time and talent in mentoring and supervision programs that will mold inexperienced caregivers into tomorrow’s leaders.
Final Thoughts on Employee Recruitment
Skilled nursing homes and assisted living communities across the nation are in trouble and have been for some time. It is becoming increasingly difficult to find and keep competent staff who care about quality of care and helping residents live their best life. We must first sell quality by showing our passion and dedication to our mission. The right people will be attracted and the others will flee. Then, we need to roll up our sleeves, put on our walking shoes and get in the trenches, side-by-side with our staff. Last, if the perfect candidate comes along, but lacks experience, train the heck out of them! Mentor them and supervise them as if your resident’s lives depend on it, because it does!