According to data from the NIC, communities are, on average, missing 20 plus missed shifts a week. Missed shifts start the domino effect; the standard of care significantly drops, caregivers experience burnout, sales and marketing professionals end up working the floors to make up for missed shifts. Occupancy is affected because communities don’t have the staff to support new applicants.
So how do operators win the staffing crisis in 2022? Here are a few strategies for fully staffed buildings.
1. Cut Your Response Time to Hire
One of the ways to fill open positions fast is to cut your time to hire. Conduct a quick google search on “how long does it take to hire for a Senior Living community” and you will read anonymous responses like this below:
“From 4 to 6 weeks. Just ridiculous it should not take that long to hire people.”
If senior living operators want to win the staffing crisis, they need to start treating their applicants like they do their leads and focus on speed to lead.
With SeniorVu’s applicant nurturing services, SeniorVu will call applicants in 10 minutes, instead of days or weeks, so your community can hire the best candidates before they go to another community or other job. Each candidate is called up to 10 times so the top applicants are never missed.
If you don’t know your applicant’s response time to hire, contact us at SeniorVu.
2. Outsource Your Efforts
CBS news reported that more than 20 million people (about the population of New York) quit their jobs in the second half of 2021. There are more open positions than ever, and it’s a job seekers market. Long term care facilities are suffering the worst labor crisis than any other health care sector according to a report from AHCA/NCAL.
Many communities are introducing “marcruiting” as a solution, meaning the marketing department takes on the responsibility of recruiting. However, when communities are already short staffed, this is often a Band-Aid solution and results in slow time-to-hire.
Communities are competing for qualified staff in year three of a pandemic. Outsourcing is a great solution to make the most of your resources and see better results in the long term.
One way to outsource is through an agency or recruiter. The pros are that your community will have a designated person calling candidates and taking over the recruiting efforts for your community.
Finding a staffing agency is another way to add more staff to your buildings. The pros of using a staffing agency are that you will have multiple recruiters matching candidates to your community. Most staffing agencies make their money by taking a percentage based on the employee’s salary or hourly rate. (“How Do Staffing Agencies Make Money? | Bizfluent”) Be cautious though, many times caregivers will leave your community to go to an agency, all to come back to your community at a higher price.
Lastly, SeniorVu’s applicant nurturing services is a fantastic way to get fully staffed, fast. SeniorVu will have a team of people working during business hours, nights and weekends to connect you with qualified applicants.
SeniorVu makes the most of your recruitment spend by connecting you to candidates through speed to lead. As soon as a candidate fills out an application, the SeniorVu team will call the candidate, prequalify them based on your community’s requirements, and schedule the interview for you for a smooth, transitional handoff of candidates. SeniorVu services will cost about half of what it takes to hire a recruiter or agency per month, while providing you with more resources, and more coverage hours. Schedule a demo below.