Senior Living HR: Three Industry Problems – One Simple Solution

As we continue to prepare for the 2013 Leading Age Annual Meeting & Expo in Dallas, TX, Hyrell is focused on exploring the hiring and recruiting challenges of the Senior Living Industry. Earlier this week we talked about the best qualities to look for in a Senior Living applicant. Today, we switch gears to focus on three major problems facing Senior Living HR.

Problem #1: Growing Demand for Senior Living Services. As the baby boomer generation moves into retirement, the demand for Senior Living arrangements will only increase. This means that Senior Living facilities that are already struggling to find quality caregivers are going to face even more staffing challenges in the next few years.

Problem #2: Many Positions with Vastly Different Requirements. Running a Senior Living facility is like running a small village. Every aspect of life must be attended to – from medical aide, to daily meals, to general maintenance. This means that your facility needs an army of workers that can handle everything from medical care (LPNs, RNs, CNAs) to day-to-day facility upkeep (administration, chefs, janitors).

Problem #3: High Employee Turnover. A recent survey by Provider magazine found that nationally, the average employee turnover rate for the Senior Living Industry is 30%. This is due in part to a nationwide nursing shortage. In a time when it is difficult to find quality applicants, it seems to be even more challenging to keep quality employees from walking out the door.

If you look at these three major industry problems, they all boil down to one basic issue – too much demand for high quality care, and not enough capable individuals to meet it.

With so many elements out of your control, its best to focus on what you can improve – like your hiring and recruiting process. By switching to an automated platform, you can improve efficiency, while saving time and money. Instead of writing job descriptions, playing phone tag with applicants, sorting through piles of resumes and tediously scheduling interviews, you can automate the entire process and store all of your applicant information in one convenient location. Automation even allows you to streamline applicant communication and easily identify top quality candidates upfront.

So although there are many problems faced in Senior Living HR, it’s important to focus on the new technologies and services that are available to solve these ever evolving challenges. To learn more about how automated hiring and recruiting can revolutionize your facility’s HR department, download our senior living case study.

Posted by Jessica Palmeri on October 24, 2013 Share