Select Page

CNA recruiting is as important in long-term care as it ever has been. America’s population is aging, chronic diseases are growing exponentially, and long-term care organizations are in need of CNAs more than any other care setting.

CNA recruitment and hiring, though, are not easy. While CNAs make great contributions in long-term care settings, their compensation is not always adequate. Finding CNAs became even more difficult during the pandemic when many healthcare workers decided to explore opportunities in other fields due to unfavorable working conditions and burnout. 

CNA recruiting helped this facility find caregivers who fit their culture.
CNA recruiting can be tough, but if you put yourself out there, it will become easier.

Simply relying on recruitment agencies is no longer enough. Rather, leaders must find ways to connect with potential CNAs and inspire them to join the call to help improve the lives of America’s seniors. Some of the methods leaders have used to fill out staff and improve retention are:

  • Community engagement
  • Educational partnerships
  • Online job boards
  • Employee referrals
  • Social media

Here we will delve deeper into these strategies to address the challenges surrounding recruiting and staff retention in the long-term care sector to help leaders foster a better working environment for CNAs.à

Finding a CNA to Hire Doesn’t Have to be an Impossible Journey

You’re looking for CNA to hire but don’t know where to begin. First, pay attention to the nature of your daily tasks and the workplace culture at your facility. In the course of CNA recruiting it is crucial to also pay attention to employees who have been with your company for an extended period of time. Don’t be afraid to ask them for their thoughts on what keeps them there. Write down the reasons they chose to stay to understand what makes your organization appealing. 

This organization found a CNA to hire, and it has worked out well for them.
Finding a CNA to hire doesn’t have to be difficult.

During the hiring process, emphasize the perks and positive culture of your company to get the applicants who are excited to work with you. Consider ways to set your facility apart from the competition by using or mentioning the following:

  • Virtual interviewing
  • Technology-empowered work
  • Signing bonuses
  • Ample paid time off
  • Coaching and mentoring opportunities
  • Employee fitness and wellness
  • Opportunities for professional development

Just offering a job is not enough in today’s working landscape. The COVID-19 pandemic prompted a shift, with people prioritizing family, personal interests, and work-life balance. To adapt effectively, companies, especially in the healthcare sector, should embrace telemedicine and remote work options. 

Long-term care facilities can distinguish themselves by offering flexible remote work opportunities, tempting candidates with the prospect of working from home one day a week or more. Initial virtual interviews, either pre-recorded or live, will make it less likely that you’ll get ghosted. They also reduce travel troubles, enable easy rescheduling, and require less preparation.

Contact us here if you would like to help your CNAs manage their patients better.

CNA Recruitment: Best Practices

The key to CNA recruitment lies in authentically showcasing your organization’s culture and presenting it as it truly is. After that, the next question is: how do you proceed with CNA recruiting? You can’t simply google “CNA Recruiting near me”. Rather, you’ll want to find ways to develop connections, like the following: 

After CNA recruitment worked successfully, this CNA is helping a patient.
CNA recruitment can help facilities find the best talent.
  • Community Engagement: Your organization should actively participate in community events, provide health education programs for younger members of the community, and collaborate with local charity organizations. This will show your commitment to the community’s welfare, boost your facility’s reputation, and draw in CNAs who have a genuine interest in making a difference in their town.
  • Educational Partnerships: Establishing partnerships with CNA programs at community colleges, vocational schools, and technical institutions allows you to get access to a pool of candidates receiving relevant training and education. By collaborating with these institutions, you can contribute to the development of a skilled workforce while gaining access to a pipeline of qualified CNAs already familiar with the healthcare industry.
  • Employee Referrals: Encourage your current staff to refer qualified CNAs to open positions. This practice reinforces a positive workplace culture, as it makes employees feel like they’re contributing to the organization’s growth. You should also consider offering incentives to motivate staff to participate in those referral programs.
  • Online Job Boards: These platforms provide a fast way for a larger number of CNAs to find and apply for positions, and it makes it easier for you to connect with potential hires. It’s essential to write down a  compelling job description that will highlight your facility’s strengths and benefits to stand out in the massive online job market.
  • Social Media: When looking for CNA to hire, don’t neglect social media platforms, especially LinkedIn. They provide a great tool to connect with healthcare professionals, including CNAs. Posting job openings, sharing insights about your facility’s culture, and engaging with potential candidates through social media create a more personal and inviting recruitment experience. Facebook, for instance, has numerous professional CNA groups where caregivers exchange experiences, insights, and job listings. 

These are just a start for you in developing your own CNA recruiting process. But keep in mind that recruitment isn’t about tools and procedures so much as it is about the people and the authenticity they bring to the table.

CNA Recruiting Can Be Easy

CNA recruiting is a big challenge that continues to grow in the context of an evolving healthcare landscape. By pursuing authentic connections, emphasizing work-life balance, and utilizing digital platforms, you can get ahead of the competition. 

Always remember to embrace your authenticity, and that starts with nurturing a culture built on transparency and honesty. Open communication with both current staff and prospective candidates is the best way to showcase your core values and highlight your commitment to residents. By following the tips above, healthcare facilities are more likely to attract and retain the next generation of empathetic caregivers. 

For more on recent trends in long-term care, visit our blog.