Recruiting staff for LTCs

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A few of us staff nurses are interested in approaching administration as far as the recruitment of new staff, mostly CNAs.

At the present time they are only posting occasional adds in a newspaper. Very rearely will we see something on line or in a major newspaper.

We are always in need of CNAs.

The area that these adds run in is close to the facility. The facility is located in a lower socio -econiomic area.

What we'd like to do is brodden the search...just a few miles even. There are tons of nursing schools in our area and hospitals, so we realize we need to compete with a few of the biggies.

Here is my questions? Most nursing schools will have a job boards or a program to help students find jobs. that is one place I'd like to start. Job fairs are another. I'm sure you probably need to pay to enter these...how much is average?

Where else can we go? I'd be willing to go to these places and do a little presentation if needed.

How are other LTCs getting creative in finding staff? Any ideas or input on this would help.

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Specializes in Case mgmt., rehab, (CRRN), LTC & psych.
How are other LTCs getting creative in finding staff? Any ideas or input on this would help.
The harsh reality is that hospitals tend to pay slightly more money to CNAs than the typical LTC facilities. To get creative in finding staff, your facility might need to pay a little more competitively. Also, another idea is to attend career day in the high schools that are located in the lower socioeconomic areas. High school career days are great places to find 18 year old seniors who are about to graduate with few job prospects. These lower SEC students would be happy to take jobs as CNAs.
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Actually, in our area the LTC pay is pretty competative and sometimes beats it.

The problem is that we'd like to recuit a higher SEC...not to be snobby or predjudice...please don't take it that way. Its just that it ain't working with what we got.

We are totally aware of the realities of the job market and the revolving door of cnas, but would like to think there is something more out there and the lax attitude or desire to look for it is what is prohibiting us from finding good staff.

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Specializes in Hospice, Med/Surg, ICU, ER.

As in all industries, the key(s) to employee retention are salary, benefits, and environment.

It is tough to get quality, long-term employees in entry-level LTC jobs when McDonalds pays more....

You might try a tuition reimbursement plan as a benefit, to enable those lower SEC employees with few options for education/advancement to go to school and move up the food chain. You might make the environment more friendly to them with flexible schedules, and a genuine appreciation for their work/efforts.

These are just suggestions and in no way cast aspersions on your particular facility.

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Specializes in Case mgmt., rehab, (CRRN), LTC & psych.
The problem is that we'd like to recuit a higher SEC...not to be snobby or predjudice...please don't take it that way. Its just that it ain't working with what we got.
Sorry, but I personally think many educated 'middle-class' people simply are not attracted to CNA jobs. Many people from a higher SEC might think of a CNA position as 'lowly'.
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Thanks for the info. Our pay is competative, we do offer tuition reimbursment,etc and have a union for the CNAs and LPN staff. I've been in the LTC industry for a good bit of time and know the problems we face with retention, etc...we are working on that issue too. For the most part we have a core of staff that has been with us for 5+ yes and a few over 15+

I guess what I'm looking at is marketing ideas. Getting the word out to prospective employees. The how to of job fairs and search. :)

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Specializes in MED/SURG, ONCOLOGY, PEDIATRICS, ER.

Could anybody explain to me what LTC means? :imbar Thanks!! :)

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Sorry.....Long Term Care aka Nursing Home, skilled care.

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Specializes in MED/SURG, ONCOLOGY, PEDIATRICS, ER.

Thanks Michelle126!!

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Specializes in Hospice, Med/Surg, ICU, ER.
Thanks for the info. Our pay is competative, we do offer tuition reimbursment,etc and have a union for the CNAs and LPN staff. I've been in the LTC industry for a good bit of time and know the problems we face with retention, etc...we are working on that issue too. For the most part we have a core of staff that has been with us for 5+ yes and a few over 15+

I guess what I'm looking at is marketing ideas. Getting the word out to prospective employees. The how to of job fairs and search. :)

Sorry.... :imbar

Do you folks "roll your own" or do you hire only "already certified" NA's?

NS bulletin boards are a great idea, as are HS and local college dorm postings. As crazy as it sounds, you might try local radio stations; some will give out short PSA-type ads for free and/or for very low rates.

I have seen some hospitals with billboards on the interstate....

You might contact any large Churches in the area....

Good luck!

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