Senior Living – How to Escape the Revolving Doors of Recruitment and Retention

The average senior living provider is spending an average of $210,000 a year in turnover costs—all for hires who last 12 weeks max. That’s a lot of time and money you’re putting towards temporary staff.

It’s safe to say that traditional hiring methods in senior care are no longer working and haven’t been for a long time. As such, postponing the reevaluation of your recruitment and retention efforts any longer could be the downfall of your business.

Senior living providers with established recruitment and retention strategies recruit double the number of qualified candidates and increase retention by as much as 65% because they:
  • Evaluate the Current State of the Senior Living Recruitment and Retention Landscape
  • Implement Best Practices to Prevent New Hire Turnover and Increase Long-Term Employee Loyalty
  • Know how to Win the Competition for the Industry’s Best Hires
Register below to join recruitment and retention experts Bryan White, Pre-Intent’s Co-Founder, and Josh Kondik, HCP’s VP of Sales Strategy and Operations, as they teach you this and more so you can stop the revolving doors of recruitment and retention and start welcoming in people who stay.

Bryan White
Co-Founder | Pre·Intent

Josh Kondik
VP of Sales Strategy and Operations | HCP

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