What Do New Grads Want from Senior Care Companies in 2026?
The class of 2026 is now a few months into first jobs, and the class of 2027 is already looking ahead. What do senior care companies need to know to recruit bright new graduates? Here are five of the most important things new grads want in a role, based on the latest data.
1. Honest, competitive pay
New grads entering senior care bring a lot of passion, but they also want to be paid well for demanding training. They also tend to expect more than the market offers. A May 2026 report found new graduates overestimate starting salaries by nearly $24,000. The best response is transparency. Be upfront about salary structure, benefits, and how raises work, so expectations are realistic from the first conversation.
2. Stability and strong benefits
Today’s graduates are playing the long game. In NACE’s 2026 Student Survey, the top five things graduates wanted in an employer were career growth and advancement, a good insurance and benefits package, job security, friendly coworkers, and a high starting salary. Another survey reported by CNBC found that 67% of new college grads would trade higher pay for job security. Senior care has a real advantage here. Demand for caregivers and leaders is projected to stay strong for years, and you can say so.
3. A culture where they can be themselves
Finding the right cultural fit is near the top of the list. This generation is socially aware and looks closely at diversity and inclusion efforts, employee groups, sustainability, and employee testimonials, both online and in person. Organizations that understand their people have lives outside work, and that offer creative flexibility where full remote work is not possible, stand out. Senior care is built on care and compassion, and those values must extend to employees too.
4. Opportunities for career advancement
Career growth ranked first in NACE’s survey, so it deserves real attention. You may not be able to promote someone quickly, but you can show how you invest in their future. Continuing education support, mentorship, training programs, and a visible career ladder all tell graduates they are more than their current role. A CNA-to-LPN-to-RN path, or a route from admissions into community leadership, makes the possibilities concrete.
5. A strong start
New grads are not just looking for a first job. They are looking for a good beginning. Structured onboarding, a named mentor, clear expectations in the first 90 days, and regular check-ins help a nervous new hire feel supported rather than thrown into the deep end. In an industry where turnover runs high, a thoughtful first few months can decide whether a promising graduate stays.
Common mistakes to avoid
- Vague job descriptions. Graduates want to know what a typical week actually looks like. Spell out responsibilities, shift patterns, and who they will report to.
- Slow follow-up. New grads often interview in several places at once. A process that drags for weeks can cost you a strong candidate who accepts an offer elsewhere.
- Overlooking early exposure. Clinical placements, internships, and student volunteering give graduates a real feel for the work. Partnering with local programs lets them meet your team before they ever apply.
Recruiting the next generation
Competition for graduates is real. NACE data reported by CNBC shows employers planning to hire about 5.6% more new graduates from the class of 2026 than from the class of 2025. Graduates have options, so senior care employers need a clear story about pay, stability, culture, growth, and support.
At Aspen, we help new graduates understand the job market and how senior living can be a rewarding career, especially with such a strong need for people dedicated to caring for the "Greying of America." If you want help recruiting early-career talent, get in touch. If you are a graduate exploring your options, Aspen works with candidates at no cost to you.
By Tom Zeleny, NHA