Hiring in the senior care landscape requires a careful calculation: hiring high-quality talent to provide great care while managing often-tight budgets and an increased demand. Balancing cost and quality when hiring for roles is a complex task that requires a strategic approach – and Aspen is here to help you do just that! Here are nine practical ways to achieve this balance without compromising on the quality of care provided to your residents.
Understand the True Cost of Turnover
Turnover is one of the most important intersections of cost and quality in hiring. If you make a bad-fit hire, not only does the quality of your service suffer, but so does your bottom line. Gallup research suggests that the cost of replacing an individual employee could range from one-half to twice the employee’s annual salary – or possibly even more. SHRM, meanwhile, estimates that total costs of hiring could reach as high as three to four times the salary for the position!
These costs include the time spent on recruiting, hiring, and training, as well as the lost productivity of having an empty or poorly-filled role. Investing in quality hires may seem more expensive upfront, but it reduces long-term costs associated with high turnover rates.
Define “Quality” in Context
Quality means different things for different roles. For caregiving positions, a quality hire might focus on empathy, patience, and reliability. For administrative roles, it could mean organizational skills and attention to detail. At Aspen, we frequently recruit for director-level roles and above in the senior care niche – roles where “quality” hires often bring a combination of management/leadership skills and firsthand knowledge of fields like nursing. Understanding the priorities for each role allows you to better identify high-quality, best-fit candidates and reduce the risk of turnover.
Leverage Data-Driven Hiring Practices
Use data and analytics to inform your hiring decisions. Implementing assessment tools and structured interviews can help identify candidates who not only have the “hard” skills necessary for the role but are also a cultural fit for your organization. Aspen uses multiple assessment tools to compile and analyze relevant data to help in your decision-making.
This approach reduces bias and ensures that you’re focusing on candidates who are more likely to succeed in the long term and bring value to your organization, your team, and your clients.
Monitor Your Employer Brand
A strong employer brand can attract high-quality candidates without the need to increase salary offers. That’s why it’s so important to stay on top of what’s being said about your company online, and be proactive about putting positive content out there. Highlight your organization’s commitment to employee development, a supportive work environment, and the positive impact your team makes on clients’ lives. Additionally, keep an eye on public forums like job sites and social media so that you can address concerns and maintain your reputation.
Utilize Referral Programs
Employee referral programs are a cost-effective way to find quality candidates while also showing your current employees that you value their input. Your current staff understands the demands of the job and the culture of your organization, making them ideal ambassadors to recommend new hires. Consider offering incentives for referrals that lead to successful hires, but ensure the program is well-structured to maintain quality and avoid anyone taking advantage.
Offer Competitive, Flexible Benefits
While salary is important, benefits such as health insurance, retirement plans, flexible schedules, and professional development opportunities can be powerful motivators. A recent survey from Care.com found that the top five benefits today’s employees want are health insurance (90% rank it among their most important), paid time off (84%), retirement planning (66%), family care benefits (59%), and parental/family leave (53%).
These benefits often cost less than raising salaries but can make your organization more attractive to high-quality candidates who value a supportive and balanced work environment. Aspen can help you assess whether your current benefits package is competitive in the current market.
Implement a Structured Onboarding Program
A well-designed onboarding program can significantly reduce turnover by helping new hires adapt quickly and feel supported. It’s a cost-effective way to ensure that the investment you’ve made in hiring quality candidates pays off in the long term. An effective onboarding program should include training, mentorship, and regular check-ins during the first few months of employment. Those onboarding check-ins should eventually blend seamlessly into long-term retention strategies.
Prioritize Retention Strategies
Retention starts on day one. It’s important for your organization to provide ongoing training, recognize and reward excellence, and foster a supportive, communicative workplace culture. These don’t have to be costly programs – a little recognition goes a long way towards ensuring staff feel valued! The more you invest in retaining your high-quality hires, the less you’ll have to worry about balancing costs with the quality of new hires in the future.
Partner with an Industry-Specialized Recruiter
Working with a recruiter, like Aspen Associates, who specializes in the senior care industry can help you identify quality candidates more efficiently. Not only do we have a deeper knowledge of the unique needs of the senior care field, we have a network of vetted candidates and work with you to match the best possible pairing of candidate and role, whether it’s an interim candidate to hold down the position prior someone working out their notice/possible relocation, or a permanent candidate making a long-term commitment to your organization. We understand the nuances of the roles you need to fill, saving you time and money while ensuring you’re hiring the right fit.
Balancing cost and quality in hiring is not about finding a one-size-fits-all solution but rather about making strategic choices that align with your organization’s values and goals. That investment in quality hires pays off through improved resident care, enhanced employee satisfaction, and a more stable, productive workforce. Aspen is here to help you find the high-quality talent you need to provide exceptional care and maintain cost-effective operations with an unheard of 3-year replacement program– reach out to our team to learn more!
By Tom Zeleny, NHA