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Unlocking the secret: Attracting and retaining top talent in the later living industry

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​Considering hiring into later living, but unsure as to how you find the best employees for your business?

The later living industry plays a crucial role in providing care and support to our aging population. To deliver the highest quality of service, senior living communities must have dedicated and skilled staff members.

However, recruiting and retaining top talent in this field can be challenging due to various factors.

Throughout this article, we’ll guide you on how to recruit senior living staff, revealing expertise on effective strategies and why the talent pool is important.

What we’ll cover:

  • What are the benefits of working in later living?

  • How to attract candidates to the later living?

  • How to retain candidates within later living?

  • Where to find suitable candidates for later living?

  • What advice can recruitment consultants offer?

What are the benefits of working in the later living sector?

The later living sector provides ample opportunities for growth across every vertical of the property lifecycle whether that's in the early phases of construction, development, and land through to property sales and rentals or in the maintenance phase within the management of developments and senior living communities.

According to the British Property Federation (BPF), a goal of 50,000 units of new retirement homes annually is recommended to improve the sector and meet future demand.

The opportunity for growth in senior living is further supported in recent research by Paragon who uncovered that the number of over 65s within the private rented sector has increased by 93% in the past decade.

Providing more senior living communities won’t just be a direct benefit to its occupance, but providing more appropriate housing options enables a natural flow of downsizing opening up the market in a multifaceted way.

How to attract candidates to the later living sector?

  • Create a Compelling Employer Brand: Building a strong employer brand is the first step in attracting top talent. Showcase your organisation's mission, values, and commitment to providing exceptional care. Highlight the unique aspects of your senior living community that set it apart from others. Potential employees are more likely to be attracted to organisations that align with their personal values and professional goals.

  • Offer Competitive Compensation and Benefits: Top talent expects competitive compensation and comprehensive benefits packages. Research industry standards and ensure that your salary and benefits packages are competitive. Consider offering additional perks such as healthcare coverage, retirement plans, and professional development opportunities to sweeten the deal.

  • Emphasise Career Growth Opportunities: Highlight the opportunities for career growth and advancement within your organisation. Show potential hires that your senior living community is a place where they can build a long-lasting and fulfilling career. Develop clear career pathways and invest in employee development programs.

  • A Concise Interview Process: Tabitha Allingham, Team Leader in Property Sales & Later Living advises, “when it comes to attracting talent, a concise interview process is crucial. In today’s talent short market, candidates can be exploring many options at once so ensuring you know how to effectively sell your business and keep the candidate interested is crucial. Keep your interview stages limited and try to keep them as close together as possible.”

How to retain candidates for the later living sector?

  • Foster a Supportive Work Culture: A positive and supportive work culture is crucial for retaining top talent. Encourage open communication, recognise and reward exceptional performance, and provide a safe and inclusive environment for all employees. When staff feel valued and respected, they are more likely to stay committed to your organisation.

  • Prioritise Training and Development: Invest in ongoing training and development programs for your employees. Offer opportunities for staff to acquire new skills, attend workshops, and obtain relevant certifications. Continuous learning not only enhances job satisfaction but also improves the quality of care provided to residents.

  • Implement Flexible Work Arrangements: Consider flexible work arrangements such as remote work options or alternative schedules. These arrangements can make your organisation more attractive to a broader range of candidates, including those who may have caregiving responsibilities of their own.

  • Seek Feedback and Act on It: Regularly seek feedback from your employees about their experiences and concerns. Listen to their suggestions and concerns and take action to address them. Demonstrating that you value their input can boost morale and retention rates.

"Think outside the box"

Where to search for candidates suitable for the later living sector?

According to Tabitha, The key to building the most successful teams within the Later Living space is thinking outside the box. Given the industry has no existing talent pool, employers have to look to other industries with transferrable skills such as hospitality and luxury travel for sales and management roles. I think building diverse teams with candidates from all parts of the world will set you apart from other providers.”

Retirement developments offer a new avenue for construction, development, and land professionals to embark on. deverellsmith often hears how candidates are seeking further progression and a new challenge when leaving a business so harness this as a key driver when selling the later living sector.

Final words from a Later Living recruitment expert

"Despite its infancy in the UK, the evolution of the Later Living sector is gathering pace and this presents a challenge in attracting and retaining talent in an already tight labour market. Having a clear talent attraction strategy, partnering with a recruiter who truly understands the space, and remaining open-minded on lessons that can be learned from similar sectors are key"

- Rob Moss, Associate Director for Living Sectors

And, if you want this whole process simplified for you, let us help you grow with our recruitment services and solutions or enquire via the form below with Rob and Tabitha, our Later Living recruitment experts.