The senior living sector just hit an all-time high in demand — and while that’s good news for the industry, it’s putting serious pressure on hiring and retention. According to NIC’s latest data, senior living demand is now at its highest level ever, with assisted living occupancy reaching 86.3% and independent living hitting 90.1% — both numbers that haven’t been seen since before the pandemic. At the same time, construction of new communities is not keeping pace, leading to even more competition for a limited pool of qualified talent.

If you’re waiting to hire until a role opens, you’re already behind.

The Case for a Proactive Approach

The surge in demand is driving growth and expansion, but it’s also placing greater strain on an already competitive hiring landscape. While leaders are focused on meeting resident needs, maintaining quality, and managing occupancy rates, hiring often becomes a reactive task rather than a strategic priority. Taking a proactive approach to building your internal team ensures greater stability, improves workforce efficiency, and strengthens operating margins by reducing reliance on costly temp labor and minimizing turnover-related disruptions.

Need more reasons? At Aspen, we’re focused on three key facts:

  • Demand is outpacing supply. Fewer new communities are being built, but the need for staff across all levels — from executive directors to clinical leaders to operational support — is surging.
  • Hiring takes time. Waiting until someone leaves or retires before you start searching creates unnecessary disruption and stress.
  • Talent is mobile. In a competitive market, top talent is exploring options even if they’re not actively job hunting. You need to be building relationships early.

The Financial Impact of Relying on Temp Agencies

When you don’t have a pipeline of qualified candidates, you’re more likely to rely on temp agencies to fill urgent gaps, and that can come with a hefty price tag.

Temp staffing agencies charge premium rates, often 30–50% higher than what you’d pay a direct hire. Constant turnover results in increased time spent onboarding, retraining, and managing inconsistencies. And, as we know, time is money!

 

It’s not just about the dollar amounts, either. While still highly qualified, temporary workers are less likely to be invested in your mission and culture, and don’t know the residents which can negatively affect resident satisfaction and team morale. As a result, inconsistent or dispassionate service can compromise your reputation in the eyes of residents, families, and referral partners.

Building your own internal team through proactive hiring not only saves money — it improves team culture, strengthens leadership, and drives better outcomes for your residents.

Building a Talent Pipeline with Aspen Associates

Aspen Associates specializes in helping senior living organizations plan and stay ahead by building talent pipelines that reduce time-to-fill and support long-term growth. Here’s how we help:

  • Strategic Workforce Planning: We partner with you to understand your business goals, succession plans, and potential future gaps — and then we identify the roles you’ll likely need to fill in the next 6–12 months.
  • Preferred Pricing for Quantity Hires: If you have multiple openings for the same roles, we can customize a pricing plan because we understand the challenges operators face in meeting budgeted expectations.
  • Satisfaction Guarantee: In the rare event a candidate we have placed resigns or is terminated for cause, we provide a replacement at no additional charge.  You do not have this luxury with people hired using traditional means.
  • Proactive Outreach: Instead of waiting for candidates to come to you, we actively build relationships with passive candidates who align with your culture and values.
  • Market Insights: Our focus on senior care recruiting means we know who’s hiring, who’s looking, and what top candidates want — giving you an edge in a highly competitive market.
  • Trusted Relationships: With years of experience and an extensive network, we build trust with candidates so that when the right opportunity comes along, your organization is top of mind.

Be Ready, Not Reactive

In an industry where demand continues to rise and talent is hard to find, having a plan is an absolute necessity. A reactive approach to hiring creates leadership gaps, disrupts care delivery, and negatively impacts your bottom line, but a proactive strategy leads to positive outcomes for your team and your clients alike.

If your organization is expanding, planning for retirements, or just wants to avoid the scramble every time a key leader leaves, let’s talk. Aspen Associates can help you turn hiring into a strength, not a scramble.