How to Build a CNA Talent Pipeline with On-the-Job Training

According to a 2025 article in the Gerontologist, CNAs make up over 30% of the nursing home workforce and deliver up to 90% of direct resident care across the U.S. Staffing issues impacting the CNA workforce cause burnout, non-compliance, and reputational harm. 

With healthcare workforce trends like these, it’s no surprise that long-term care facilities continually search for new talent pipeline management strategies. Many even adopt the “grow your own” strategy, where they train and develop staff by offering on-the-job training for CNAs. In this blog, we’ll cover the benefits of learning how to build a talent pipeline management strategy and the steps you can take to implement a CNA workforce training program for your facility. 

Build, Don’t Buy: The Case For Training Your Own CNAs

Most nursing facilities rely on external hiring or expensive staffing agencies. While these staff members are fully certified, they may also have poor clinical skills or struggle to fit seamlessly into your facility’s culture. Let’s review the benefits of building a talent pipeline tailored to your specific needs and goals. 

Training your own CNAs makes it easier to ensure:

• Cultural Fit
  When you offer CNA classes, you can hire people with the personal qualities and attitudes that align with your culture. You can train them to be the type of CNA you need. In healthcare, workplace culture has a significant impact on patient outcomes, including safety, communication, and innovation.
• No Bad Habits
  When training is part of your healthcare recruitment strategies, you invest in proper clinical training to minimize the risk of bad habits. 
• Boost in Retention
  A LinkedIn study found that 94% of employees stay at their employer longer when they invest in their professional development. Simply offering training can boost employee engagement and increase retention.
• Community Investment
   If you want community members to associate your facility with offering opportunities to local job seekers, especially underemployed populations, then offering CNA classes might be an excellent fit. 
• Financial ROI
  When you add all of these benefits up, you get a great return on investment! Your staff stay longer, you reduce onboarding expenses, and you have fewer staffing disruptions.
• Improved Quality of Care
  Emphasizing clinical skills, standardizing care practices, and building a strong team rooted in communication equates to better quality of care for your residents. 

7-Steps to Launching CNA Training In-House

Talent pipeline management requires a strategy. You must be intentional and strategic to offer comprehensive on-the-job training for CNAs. Let’s review seven steps you can take to start offering CNA classes at your facility. 

Step 1: Assess Workforce Needs

All good healthcare recruitment strategies begin by analyzing your needs. A few key metrics you must understand include:

• Vacancy rates for CNA positions
• Turnover rates for CNA positions
• Projected CNA training demand by quarter

Once you have this information, you can determine how often you might need to offer CNA classes and how to operationalize a workforce training program.

Step 2: Choose a Training Model

Depending on your state, you can choose between a traditional in-person training model or a hybrid model. When choosing, consider how you’ll meet the diverse needs of learners in the classroom. 

Nurse instructors are necessary regardless of the model. If you go with a traditional model, you’ll require more dedicated instructor time. However, hybrid models allow students to work through the content independently with support and guidance from a nurse instructor through the use of emails, virtual meetings, and other instructional methods. 

Be sure to weigh the pros and cons of each model and choose the one that best fits your company's culture, needs, and staffing availability. 

Step 3: Select Your Curriculum

Now it’s time to select your curriculum based on the training model you’ve chosen. A few things to consider when selecting a curriculum include:

• State-approved Content: Ensure the curriculum aligns with your state’s nurse aide training requirements regarding hour minimums, clinical components, and topic coverage. 
• Hybrid-Ready Structure: If you’ve chosen a hybrid training model, you’ll need to find an online theory provider that supports this flexible delivery model. Products like ReadyCNA are purpose-built for hybrid initial CNA training. 
• Plain Language and Engaging Format: It’s critical to remember that you’re training adults. The curriculum must incorporate adult learning theories and ensure that the content is clear, visually appealing, and interactive. 
• Mobile Accessibility: When using online CNA content, ensure learners can access it on phones, tablets, and desktop computers to support learning anytime and anywhere. 
• Support for Instructors: Whether you're using a textbook or online content, look for options that provide built-in lesson plans, reporting tools, quizzes, and training resources for nurse instructors. 
• Cultural Relevance and Person-Centered Care: Technical skills aren’t the only important content when offering CNA classes. Look for content that reflects real-world scenarios, diverse populations, and values like dignity, communication, and empathy. 

Step 4: Apply to the State

Nurse aide training programs are highly regulated, which means you must receive approval from the state regulatory body. Check with your state for the application process before offering on-the-job training for CNAs. 

Step 5: Identify Candidates

Once approved, you’re ready to identify candidates to begin offering CNA classes. Look for upskilling opportunities within your facility by recruiting staff from in-house departments such as housekeeping and dietary services. 

You can also recruit from the community by running ads in local papers and publishing your training opportunities on your company website. Training allows you to open the top of the talent funnel because you’re not only looking for those who hold a valid CNA certification. Now, you’re looking for candidates with the essential traits to be a stellar CNA.

Step 6: Provide Support

Talent pipeline management doesn’t end with your training class. It requires you to consider offering benefits and supports that create successful CNAs. A few supportive services to consider include:

• Paid CNA classes in exchange for a specific amount of time working at your facility

• Mentorship programs

• Flexible scheduling options

• Incentive programs for career advancement

• Wrap-around services such as transportation and child care during training

Step 7: Track Outcomes

Once you’ve had a few successful CNA classes, you’re ready to track and trend your outcomes. This step provides you with actionable data you can use to continuously improve your training program. Healthcare workforce trends and training statistics to track include:

• Course completion rates
• State written exam pass rates
• State skills exam pass rates
• Retention rates by cohort
• Job performance by cohort

Train. Retain. Repeat. The Power of Growing Your Own

Growing your own CNA workforce isn’t just a stopgap. It’s a strategic move. Most facilities that offer on-the-job training for CNAs wonder why they waited so long to take control of their pipeline by training their own. Follow these seven steps to build your talent pipeline. Remember, the future of your workforce is looking for a facility ready to invest in their future. Give them the tools and opportunities they need to grow and take the first by assessing your workforce needs and becoming a training provider today.