2025 is Near: Attracting Talent in Senior Living

If you’re a senior living executive, you’ve already heard the number in the report from Argentum. 1.2 million additional workers are needed in senior living by 2025. Attracting and retaining top talent is a challenge for our industry as it is. Nothing even close to “business as usual” will get us where we need to be. LeadingAge listened to members’ concerns and created the Center for Workforce Solutions in 2017 to provide support in the “workforce crisis”. The problem must be approached from many angles at once including attractive workspace design, enticing benefits and incentive packages, and a positive corporate culture. Here we discuss why the right technology strategy is a necessity for attracting medical, resident services, and administration staff. Senior living today is pulling talent from other industries like universities, restaurants, hospitality, and healthcare. The competition for attracting talent will continue. We can showcase why senior living is a great choice, but if we are offering sub-standard tools for staff we won’t convince workers to make the move. Unfortunately, an alarming number of communities’ technology is lagging way behind, and it’s having a negative impact. Too often, communities are requiring employees to do mundane tasks that should be automated. By giving them the tools they need, they are free to be innovative in their work which leads to better employee engagement and satisfaction. At Episcopal Senior Communities, VP of HR, Prab Brinton, is leading the way for the organization to remain competitive. She states, “We are getting rid of paper and manual tasks. HR should be training and supporting managers in the communities, not spending all of their time on processes that should be automated. Additionally, most employees are not...