Attracting and retaining top talent has always been a concern. New generations entering the workforce, shifts in the economy, social and political landscape, have seen these challenges rise to new heights in the last few years. No more has the sting been felt than in the healthcare industry. To remain relevant and competitive, organizations must begin to harness the talent they have in order to prepare for coming skills gaps and position themselves for sustainable future growth.
Today’s workforce demands different treatment than the typical one-size-fits-all approach. About ten years ago, the National Association of Long-Term Care Administrator Boards (NAB) “began raising concerns about recruitment and retention” due to a “40% decline” in licensure candidates (Delgado, 2014). Unfortunately not much has changed in the way organizations operate thus the continuing rise in turnover rates and gaps in the ability to staff appropriately with highly skilled star players. Adoption of new strategies is crucial if companies want to retain talent, engage staff to create satisfied workers and draw new talent to the field of aging services.
A multi-faceted approach will yield the best results for companies who are ready to tackle these concerns and place themselves ahead of the field. Providing “flexibility without losing accountability” is one way companies can differentiate themselves from the crowd (Glazer, 2016). Mentoring and a robust onboarding program are two additional proven ways that organizations can ensure their talent does not walk. With the right tools, companies can face the talent shortage with confidence.