Halfway through the year: 3 aged-care recruitment strategies to address long-term challenges

It’s July already, and suddenly we’re halfway through the year.

As the aged-care industry continues to navigate this minefield of experiencing staff shortage while providing quality care to their patients, it is important to take a step back and ask yourself – how are we doing on recruitment and what can we do better?

You may look at your evaluations and recognise gaps that need solutions. Such as lack of overseas nurses due to prolonged border closures, uncertainty over changing immigration policies, or increased attrition of qualified staff to DHBs.

At DeoCare, we understand these challenges, and want to put forth solutions.

In this blog, we present to you 3 strategies that can address these long-term hiring challenges, faced by aged-care and healthcare industry providers:

Strategy 1 – Recruit Internationally Qualified Nurses (IQNs)

Around half of the aged-care nursing workforce are IQNs. During Covid lockdowns the industry took measures to increase investment in training locals to address the shortfall caused due to the pandemic and border closures.

However the demand for quality care staff continues to rise, and one of the best ways to address this is to bring nurses from overseas.

Our team is in contact with a pool of talented IQNs, who have passed or can pass their English language requirements but are short of funds to enrol for their Competency Assessment Program for Overseas Registered Nurses (CAP).

Our solution is to help you build an employer sponsored approach to bring these international nurses to New Zealand.

This approach not only elevates the stress on your current staff, but also helps you build a growing talent pool.

Strategy 2 – Take care of your employees

We know that within the aged-care sector, the workforce shortage has reached a tipping point. The turnover of registered nurses over the year to December 2021 is 48 percent, according to the NZACA research.

900 registered nurses left the aged care sector in the past 12 months, with 70 percent going to District Health Boards due to pay disparities.

We also know that this problem is not going away anytime soon. There are more jobs than there are people.

In this competitive market, facilities that offer benefits that ease the burden on their employees have a significantly higher chance of attracting quality staff.

By evaluating your benefits and compensation packages, you can make updates to outdated policies and feature new, relevant and in-need benefits that will better resonate with your staff.

Can you offer staff discounts on groceries, fuel, clothing, footwear, electronics, dining out, childcare?

Make sure you advertise these benefit of working with your facility.

Strategy 3 – Understand how you can work with the changing immigration policies to hire new staff

The pandemic worsened the staffing shortage in New Zealand, leading many professionals to leave the sector creating a huge gap for registered nurses.

With New Zealand borders opening for work visa holders along with visitors from all countries, facilities have started to look at bringing in international nurses and professionals to cover the shortfall.

The time is now to start working with specialised agencies like DeoCare that understand the healthcare recruitment process and verifications required to place staff with overseas experience.

We work with trusted partners who provide correct, up-to-date information on immigration policies.

We put great value in providing a solutions-focused approach to recruitment. We work with our clients to find practical and sustainable solutions to their recruitment needs.

Get in touch with us and let us help you relieve some of the stress in finding you the right person.

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