Are you always looking for new CNA recruitment and retention strategies? If so, you’re not alone. Many long-term care facilities look for strategies to recruit and retain top CNAs. With the demand for skilled CNAs outpacing supply, a well-structured talent acquisition strategy might be your missing secret weapon.
Whether recruiting for your in-house CNA program or looking for already licensed staff, having a competitive compensation structure, growth opportunities, and a robust work-life balance program can help. Let’s explore effective best practice strategies long-term care facilities can use.
Your employer brand is your reputation in the eyes of potential CNA candidates. To attract the best talent, you must showcase what sets your organization apart and what candidates can expect once on your payroll.
There are two categories to consider when showcasing your brand and improving CNA recruitment efforts.
Clearly articulating your commitment to resident-centered care, employee well-being, and a supportive work environment can go a long way in demonstrating your company culture. You should also share compelling employee testimonials on your website or in printed materials. Ensure testimonials highlight real-life positive experiences of CNAs within your long-term care facility.
Providing employees with safe feedback loops is critical to stay abreast of the workforce culture. Consider developing employee councils where employees are encouraged to report any concerns or ideas for improvement. This workforce strategy can be a significant selling point for CNA candidates.
Finally, be sure to emphasize growth opportunities. Let candidates know your career development offerings, such as continuing education, specialization certifications, and advancement pathways. When staff know the long-term care organization is willing to invest in them, they will likely stay longer and be a dedicated staff member.
A brand and culture that keeps employees engaged can boost CNA recruitment and slow turnover. Start by encouraging a culture of open communication where CNAs feel comfortable sharing feedback, concerns, and knowledge gaps.
It’s also critical to conduct meaningful performance reviews that offer constructive feedback, identify growth opportunities, and acknowledge achievements. This employer engagement strategy allows you to check how each CNA feels about their job, competency, and the overall workplace culture.
A robust employee engagement plan must include team-building activities. Foster a sense of camaraderie and belonging through social events, team-building exercises, and recognition programs. Be sure to survey staff to learn what matters most to them, such as work-life balance or competitive compensation.
Attracting top talent often hinges on offering a competitive compensation package that goes beyond just salary. Conduct thorough market research to ensure your pay rates are competitive within your region and industry, and consider the overall workforce status when creating a strategy. Offering sign-on bonuses as part of your CNA recruitment process is a successful way to increase the pool of candidates. Once you hire good staff, offering retention incentives goes a long way toward boosting employee engagement.
Other comprehensive competitive compensation and benefit components you should consider include:
Most CNAs have families and other commitments outside of the long-term care facility. They need their lives outside of work to be respected and recognized to feel appreciated. Employers can provide this recognition by offering creative schedules that allow staff to work when it best fits their life outside of work. A few ways to do this include:
A desire for professional growth and a healthy work-life balance often drives top CNAs. They want to feel recognized and have growth opportunities that can help them earn more and boost their career outlook. Three programs you can implement include:
Work-life balance is essential to your CNA recruitment strategy for nursing home staff. A few programs to develop include:
CNA retention starts the minute they step into your long-term care facility for onboarding. Conduct thorough orientation sessions and provide comprehensive training covering clinical skills and facility-specific procedures. Provide new hires with extensive information about their roles, responsibilities, and expectations to set them up for success. Assign a "buddy" to each new CNA to help them navigate their first weeks, answer questions, and feel supported.
CNA workforce shortages have no easy solutions. However, creating a well-thought-out talent acquisition plan using the strategies above can help ease the pain felt around staffing shortages. Investing in staff and developing programs that work will help you fill your CNA vacancies and build a robust pipeline of qualified CNA candidates.
Cinematic Health's ReadyCNA program equips you with everything you need to develop a qualified and passionate CNA workforce from the ground up. Visit Cinematic Health's website today to learn more about ReadyCNA and how it can help you attract the right candidates and build a strong foundation for your patient care team.
Head to www.cinematichealtheducation.com/readycna to unlock the potential of your CNA staff!