If you’re reading this, you’re probably already thinking ahead about talent, not just reacting to the marketplace. That puts you in rare company among senior living operators who understand that workforce planning goes beyond filling today’s vacancies and requires thinking about tomorrow, too.
While many treat recruiters as emergency contacts, strategic operators build ongoing partnerships with teams like Aspen Associates, giving them a genuine competitive edge in the talent market. Here’s how these organizations do it differently – and how you can, too.
- They Tap Into Real-Time Market Intelligence
You already know that compensation and benefits matter. What you might not have considered is that recruiting partners like Aspen have daily conversations with candidates across your region—conversations that reveal exactly what’s working and what’s not in the current market.
Strategic operators partner with Aspen to understand what candidates are saying about their current roles, which positions are hardest to fill, and what competitive offers actually look like. This intelligence shapes budgeting, planning, and positioning, whether you’re hiring right this minute or planning into the next quarter.
Think of it as having a finger on the pulse of your talent market, all the time.
- They Build Their Bench Before They Need It
If you’ve ever thought “I wish I’d known about this candidate six months ago,” you’re already thinking like a strategic planner, not just a hiring manager.
The smartest operators work with Aspen to identify and quietly engage with exceptional candidates well before a role opens. When an Executive Director announces retirement or a promotion creates an opening, there’s already a pipeline of qualified, interested talent ready to move forward.
This is workforce planning at its best. You’re anticipating needs and building relationships on your timeline instead of scrambling to fill an unexpected vacancy under pressure.
- They Get Unfiltered Candidate Feedback
Candidates may say things to recruiters that they’d never put in a cover letter or mention in an interview. What’s frustrating them in their current role? Why are they hesitant about similar positions elsewhere? What leadership behaviors are absolute deal-breakers? They may not talk about it to prospective employers, but it could make or break an offer.
Strategic operators recognize this feedback as invaluable market research. It helps them strengthen their employee value proposition and fix issues that might be quietly costing them talent, long before they post their next opening.
When you work with a trusted recruiting partner like Aspen, you’re committing to continuously improving what makes your organization attractive to the talent you want.
- They Get a Health Check on Their Hiring Process
Wondering why your hiring process feels slow or why great candidates seem to drop off mid-interview? The best operators ask Aspen to review their approach and spot where they might be losing momentum.
We ask questions like: Can candidates clearly see the value in your job descriptions? Does your interview timeline match what top talent expects? How does your offer process compare to competitors right now, in this market?
These aren’t theoretical questions. Strategic operators get practical, specific answers based on what’s actually happening with candidates in real time. It’s a system check that keeps you competitive without the overhead of a major HR overhaul.
- They Win on Mission, Not Just Money
You probably already understand this intuitively, but it bears repeating: while compensation matters, it’s rarely the only factor. Aspen has placed hundreds of candidates based on mission alignment, organizational stability, growth potential, and a respectful hiring experience.
If your community is strong and your leadership is committed, you’re already more competitive than you might think. The challenge often isn’t the offer itself, but in how clearly you’re communicating your value to candidates who care about meaningful work.
The operators who partner with Aspen to tell that story more effectively aren’t outbidding everyone. Instead, they’re connecting with the right people in more authentic ways.
The Strategic Advantage
Operators with this approach understand that in senior living, where relationships and reputation matter deeply, a recruiting partner should be an extension of your leadership team, not just a vendor on speed dial.
This kind of partnership gives you market intelligence before you hire, strategic advantages during the search, and better long-term outcomes after the placement. It transforms recruiting from a reactive scramble into a sustainable competitive advantage.
If you’re already thinking this way, you’re in the right company with Aspen. And if you’re ready to put these insights into action, whether you’re hiring today or planning for six months from now, that conversation can start anytime.