Right now, staffing is one of the biggest challenges facing the senior living industry. According to the Bureau of Labor Statistics, more than 1.3 million new paid caregivers are needed to meet the next decade’s increasing demands.
The industry provides a great variety of different opportunities. To meet industry demands, executive leadership needs to decide if they’re willing to pull talent from other industries. The coronavirus has put many in an economic decline, and with many out of a job, the talent pool for senior living is bigger than ever.
In an article from Senior Housing News, Erin Shvetzoff Hennessey, CEO of senior care consulting and management firm Health Dimensions Group said,
“While the economic impact of hospitality and other business closures or reductions are heartbreaking for many, it is an opportunity for these workers to find immediate and rewarding work where they are desperately needed right now, in senior care, We hope people see this as a way to serve and also to make a living during a hard time for our country.”
Many senior living facilities advance their growth using training programs on employees. Although hiring internally is a great way to continue growing, there is a vast talent pool that the industry is barely scraping on.
Whether you’re hiring an executive director, a real estate developer, managers, cooks, or sales director – many of these roles are versatile and can be transferred between industries.
Leaders need to find creative ways to train staff members and find viable avenues for certification. Many executives have been brainstorming methods of expediting initial training requirements due to the pandemic.
Hiring efforts will also require utilizing a recruitment firm to go through the large-talent pool. Since now is the time to find outside talent, a recruitment firm will help you dig through the clutter.
Recruiters have their finger on the pulse of the markets. Doing this internally, although possible, is time-consuming and doesn’t guarantee quality candidates. Recruiters know who is available, how to reach out to them, what their expectations are and the benefits they can bring to your facility.
Ultimately, this is an opportunity for senior living communities. A sizable portion of the hospitality workforce is out of work. If you want to grab top talent, now is the time to start reaching out. The hospitality industry will eventually return, and the talent pool will shrivel down. The industry is growing and it’s time to pull talent from outside sources.
If you’re interested in exploring your options and finding top-talent for your senior-living facility, you can reach out to us info@jdisearch.com or check out our services here.