Five Creative Staff Recruiting Ideas

Any experienced provider knows that the quality of care and operations in their facility is only as good as their staff. However, as our population ages so does our workforce, leaving many assisted living and residential care providers attempting to recruit staff from an increasingly diverse workforce, many of which come from the so-called “Generation Y.”

In this month’s edition of Assisted Living Executive from the Assisted Living Federation of America (ALFA), Anya Martin provides some creative real-world ideas to help recruit quality staff in today’s challenging marketplace. Here are just a few examples from Anya’s article, titled “Creative Recruiting Pipeline,” of what providers are doing to get staff through the door:

1.     Show them that working in assisted living/residential care can be a less stressful environment

Avamere Living (Wilsonville, Oregon) is using creative photos and taglines in their advertisements to try and lure nursing and other healthcare staff away from hospital jobs. In one ad, the tagline “Not all nurses wear scrubs. Find about My Life. My Schedule at” appears next to a picture of a smiling woman dressed in winter gear with a snowboard in hand.

2.     Incorporate technology

Generation Y is far more tech savvy than previous generations. In her article, Martin quotes a study by MTV that found that members of Generation Y consume an average of 31 hours’ worth of media in a 24-hour period. Almost half of respondents in the study preferred communicating via technology-such as blogs or text messaging-over face-to-face meetings. Does this mean you can text message care assignments? Probably not. But it could mean using text messaging or blogs for scheduling or other administrative tasks.

3.     Offer education benefits/assistance

Avamere Living offers free CNA courses and up to $1,500 per semester towards tuition after a year of service. Similarly, Erickson Retirement Communities (Baltimore, MD), as part of their Student Scholars program, allows teenagers to earn up to $1,000 toward college tuition if they work at least 1,000 hours during their junior and senior years in high school. Keep in mind that caregivers must be at least 18 years of age, but this type of program geared towards high school age employees could work in other departments within your facility, such as food service.

4.     Flexible Scheduling

This is one idea that can be implemented by almost any provider at little or no additional cost. Flexible scheduling-such as shifts from 5 to 9 a.m.-can allow parents to fit work in between childcare obligations. Talk to your current staff, they may have great suggestions for small adjustments to the staffing schedule that makes their lives easier and makes you a more attractive employer. Be careful that your scheduling adjustments don’t create unexpected overtime pay.

5.     Reach out to colleges and post-secondary schools

Kisco Senior Living (Carlsbad, CA) turns to colleges to help with recruiting. Many colleges hold job fairs or have message boards where you can post job openings. They may even incorporate you into their job-placement assistance process.

While these ideas may not work for everyone, they should help spark some creative “out of the box” ideas to help maximize your recruiting efforts.

2 Responses to “Five Creative Staff Recruiting Ideas”

  1. trying to find CNA training in the Olympia/Tacoma area, was told by a client Avamere would sponsor me. Is this true? How do I make contact, going in circles on the web.

  2. nurse recruiting can be difficult, especially for this kind of work. Some nurses want the more high stress and difficult environment, but others will want something more laid back like this. I think there are all kinds and they are suited for all different kinds of tasks.

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