As 2025 kicks off, you’re probably already thinking about what the year ahead will look like for senior living, both on a large scale and at a smaller, individual level. Hiring the right people will make it much easier to meet each challenge and opportunity as it comes. But which trends are likely to headline the conversation in the year ahead?
Hiring for senior care and assisted living in 2025 will be shaped by several key trends. At Aspen, we’re here to help you make sense of what to expect and how to turn challenges into successes. These five trends should be top of mind as you consider your hiring strategy for 2025.
Workforce Retention
The senior care sector, like healthcare overall, has dealt with significant staffing shortages over the last few years, and that looks likely to continue well into 2025. This is especially true in rural areas, where it can be harder to attract top talent for the long term. Offering competitive compensation, flexible scheduling, and clear career paths will be crucial for attracting and retaining talent. In addition, pay transparency and equity will play an even bigger role. Be sure you’re prepared to comply with emerging laws and regulations and to build trust with candidates and employees.
Technology Integration
Today’s technological advancements will break big in 2025, offering new ways to enhance residents’ comfort and overall experience. Candidates will be asking about the options offered and evaluating how “with the times” your organization is. For instance, the use of smart home systems, including automated lighting, climate control, and security measures, is likely to become more common to enhance residents’ safety and convenience. Telemedicine will also continue its growth trajectory, allowing residents to access healthcare services remotely — something which is especially beneficial for those with mobility challenges.
Reduced Response Time
Top talent is more in-demand than ever, so organizations looking to secure highly-qualified candidates will need to move quickly and precisely. AI-powered technology, like custom chatbots, can be an enormous help to reduce response times to prospective candidates. Utilize these tools for tasks like first-round resume vetting, interview scheduling, and answering FAQs; they can also be useful for onboarding tasks like paperwork reminders, basic scheduling and questions, and more. Using these tools not only allows you to respond more quickly to demonstrate interest in top talent, but it also helps free up your staff to handle the tasks that truly need a personal, human touch.
Sustainability and Community Living
The importance of community and sustainability loom large as core values for clients and candidates alike. Encouraging social engagement and community living will be important to enhance the quality of life for residents, and it’s important to hire staff who can facilitate these experiences. This may mean hiring people specifically dedicated to these areas, or it may mean simply hiring for existing roles but prioritizing candidates with experience in social engagement, community building, and sustainable practices.
Financial Sustainability and Growth
Your hiring strategy in 2025 must, of course, align with your overall financial goals. Managing financial stability continues to be a challenge, with organizations needing to adapt operations to manage growth effectively while keeping costs in check. The uncertain future of government regulations and assistance also could add some wrinkles, though it is unclear what those might look like. Occupancy rates, meanwhile, are expected to reach record-high levels in the next year or so, according to the National Investment Center for Seniors Housing & Care, but facilities will still need to innovate to attract and retain residents as well as top talent.
Success for senior living in 2025 will require adapting to a rapidly changing environment while focusing on both the well-being of residents and the satisfaction of staff. A hiring strategy that prioritizes sustainable growth, a positive culture, and competitive, transparent compensation, will set you up to succeed! Aspen is here to help – contact us with any questions or for support!
by Tom Zeleny, NHA