Request a Demo Log In

Industry Insights: Senior Care

Industry Insights   |  February 7, 2022  |  5 minutes read

Welcome to our resource page for Senior Living Hiring!

We built this page with you in mind – use it as a learning tool, reference page, and more!

This page is set up to give you the latest information on what’s happening in the hiring market right now, as well as the trends senior living care businesses, are facing when it comes to hiring. We have compiled the latest stats, arming you with all the data you need to make informed decisions when looking at your hiring plan.

Ongoing health concerns and typically high turnover rates of a whopping 135%, are leaving thousands of senior care facilities understaffed and overworked. With no end date in sight, HR decision-makers will need to implement new technology to combat a candidate’s job market and show their current workforce they care.

WhitePaper download

Convert Financial Stress into Financial Wellness.

Read how partnering with Payactiv results in a significant increase in employee engagement and retention.

Download Now

The Senior Stats

  • Approximately 47 million seniors (65 or older) live in the United States.
  • 7 out of 10 people require assisted living care in their lifetime.
  • Roughly 1 million Americans currently live in some type of senior living community. That number is expected to double by the year 2030.
  • The senior population will double in the next 40 years to almost 100 million Americans.

Top Workforce Challenges Today

While both providers and employees alike would like to see increased wages and better staffing levels, they are also aligned on the need for improved communication, more recognition for contributions at work, as well as scheduling flexibility. The ability to deliver on these expectations will be vital as senior care organizations look to combat the current staffing crisis, expand occupancy and provide the highest levels of quality care and service to residents.

Senior Living Chart 1

Source: OnShift Workforce 360 Survey, Fall 2021

Workforce Outlook: Challenges in the Next 3 Years

The impact of staffing shortages is being felt across every facet of the senior care industry. And with competition for talent shifting so dramatically outside the industry, providers must do more to retain the staff they have, develop inclusive environments, and make the industry more attractive to the non- traditional workforce, such as students, retirees and gig economy workers.

Senior Living Chart 2

Source: OnShift Workforce 360 Survey, Fall 2021

Top Challenges Caregivers are Facing Today

COVID-19 has changed the world’s landscape, and unfortunately, most industries are still trying to adjust to survive. Caregivers are facing not only professional challenges, but personal ones as well.

79%
caregivers suffering
from burnout
55%
struggle to find
childcare
46%
still have fear and worry
around COVID-19

Source: OnShift Workforce 360 Survey, Fall 2021

Here are a few things that senior living providers can start doing right now to attract applicants:

  • When team members rely on coordination between management and employees for shift coverage and completed work, it creates better communication among staff. Look to implementing a communication platform that all employees would have access to.
  • Work towards providing benefits that matter most to caregivers like: bonus pay for working difficult shifts, rewards & recognition program for contributions at work and more flexible work schedules.
  • Tech adoption can help support not only residents, but staff including sales staff, during this era of doing more with less.

Between public perception, historically low occupancy levels, wage and hiring pressures, and the Delta variant, senior living is in a challenging place due to all things COVID.

- G5 Senior Living Regional Sales Director Steve Wright
HIRING TIP

83% of senior living providers say employee engagement and retention is high priority going into 2022

The Big Picture

Senior Living providers can offer a range of employee benefits to stay competitive—flexible hours and scheduling, increased pay, vaccination incentives, employee discounts and training, to name a few.

  • Offer a healthy mix of perks, like flexible hours, incentives and competitive, on-demand pay.
  • With competition for talent shifting so dramatically outside the industry, providers must do more to retain the staff they have, develop inclusive environments, and make the industry more attractive to the non-
    traditional workforce, such as students, retirees and gig economy workers.
  • Offer employment opportunities to younger people who don’t have prior experience. Look beyond their lack of experience and invest in skills and development training that will help them in the position and beyond.
  • Offer or plan to offer perks such as bonus pay for working difficult shifts, sign-on/retention bonuses, a rewards and recognition program, tuition assistance and complimentary meals.


Get Payactiv for your business

Learn how thousands of companies have improved their retention, recruitment, and engagement by offering Payactiv.
Request a Demo