Aged Care: the fastest growing health segment in Australia.
As the largest demographic of our society ages, the demand for aged care services grows rapidly. In fact, so rapidly that aged care recruitment is experiencing significant and critical challenges in keeping up with demand.
How do we build a skilled, adaptive and diverse workforce of aged care employees with integrity?
As per Professor John G Kelly’s quote above, the aged care industry needs to recruit 20,000 new employees per year, for the next six years, to be able to meet demand.
At face value, this level of recruitment is a massive challenge just in terms of the sheer volume of new employees needed. But the even bigger challenge is: how do we ensure that the aged care workforce we end up recruiting is of high integrity, with the right skills, highly adaptive and diverse in nature?
Challenges and Solutions:
Challenge 1: Recruitment – How do we improve the speed and efficiency of large-volume recruitment?
The costs of aged care recruitment are high, and in some parts of Australia, particularly rural and remote areas, there are already significant shortages of skilled candidates. Increased competition for staff in coming years will only heighten the challenges of recruitment.
Solution: Video Interviewing of candidates.
Video interviewing with a tool such as Vieple, helps you reach candidates near and far, interstate and overseas, 24 hours a day, 7 days a week. Video provides a robust process, reduces recruitment time, and vastly improves your ability to land the best candidates in a competitive market. Read more about video interviewing here.
Challenge 2: Retention – How do we make them want to stay?
To improve employee retention and performance in aged care workers, several critical factors have been identified as contributing to long-term engagement and loyalty:
- Training and development
- Job status and recognition
- Job satisfaction
- Developing career prospects
Solution: High performer analysis, values and motivation assessments
It takes a special kind of person to want to work in the aged healthcare sector. Some would even say it’s almost a kind of ‘calling’ to look after the aged. To find the right candidates, it helps to have organisation-specific, tailored assessments and tests to gauge values and ascertain an individual’s motivations.
By the use of tools such as emotional intelligence, behavioural, values and motivation assessments, a recruiter can more readily identify, recruit and retain the right talent.
Challenge 3: Career pathways – How do we ensure adequate learning and career development?
Career pathways are integral to employee retention strategies and provide an excellent opportunity to work with training providers to develop skills and competencies needed now, and into the future.
The aged care sector needs to work closely with vocational education and training providers as well as higher education providers to ensure that this happens.
Solution: Workforce competencies and training needs analysis
Workforce Competency Assessments help identify your candidates' abilities to do the job, while a Training Needs Analysis ascertains what additional training is necessary so you can plan training programs accordingly.
When your employees learn new skills and feel progress in their career path, they feel valued and invested in the long-term growth of your organisation. They’ll be more likely to stay and grow and become loyal and highly skilled aged care workers.
Want to know more about how we help solve the challenges of aged care recruitment?
Contact us today and ask about our solutions for the aged care sector.