How to Tap the Aging Labor Pool to Attract Frontline Workers

Now three years after the initial onslaught of COVID, skilled nursing and assisted living facilities are still being crushed by the workforce shortage. In a recent survey by the AHCA/NCAL, 96% of nursing homes report challenges in hiring new applicants. Additionally, nearly half of the nursing home providers across the US say their workforce situation has worsened since May 2022. 

Simultaneously, high inflation and unstable markets have left many older workers in a situation where they want and often need to work longer. The Harvard Business Review studied over 35,000 experienced US employees, and the lessons learned directly apply to the eldercare sector.

With an obvious shortage of frontline workers and a significant number of aging workers wanting to work longer, how can leaders tap into this labor pool? Below are the top 4 principles to help attract and retain older workers.

Create Respectful and Purposeful Roles

Aging frontline healthcare workers want to feel like they are serving a purposeful role. According to the study, 6 in 10 adults over 50 are looking for positions that serve a social purpose. One Florida care home employs an 84-year-old front desk worker who stays out of a desire to serve. He said, “I feel blessed to be here. Because I can do something for older people… That sounds a little corny. But that’s the reason I’ve stayed for 17 years.” Designing positions with a purpose increases job satisfaction and the likelihood of employees staying on the job. 

Re-Examine Your Benefits Structure

Your benefits structure can speak volumes when attracting aging workers. Simply put, older workers have different needs than their younger counterparts. Consider implementing different programs for this employee type such as Medicare supplement plans, guaranteed issue permanent life insurance, or critical illness insurance.

The original Medicare plans pay for much, but not all costs for health care services. A Medicare supplement insurance, or Medigap policy, can cover remaining costs like copays, coinsurance, and deductibles.

Guaranteed issue permanent life insurance offers permanent, portable, lifetime protection that can be customized to meet changing financial needs. These plans can be lifechanging for aging adults who can receive coverage regardless of health conditions, maintain an account that grows overtime, and provide a death benefit for loved ones.

Finally, group critical illness insurance can provide coverage for critical illnesses like heart attack, stroke, or cancer. The coverage often provides a lump-sum benefit that can cover medical costs, mortgage payments, and even groceries.

Compass Total Benefit Solutions offers competitive array of employee benefit options that can be customized to fit the needs of all your employees.

Pay Early and Often

Every facility is in a scramble to take on qualified applicants. Simply getting a prospective employee to accept an offer is not enough anymore. If it takes two weeks to process background information, that’s a paycheck, possibly two, that your prospective employee is missing out on. Get accepted applicants on the ground as soon as possible to make that starting role look more attractive.

Compensation was not among the top 10 correlates to retention and recruitment of older employees. Instead, focus on offering frequent pay periods and responsive pay accounting for inflation. The most significant takeaway - pay for the job rather than for tenure.

Flexible Schedule

Another great way to increase job satisfaction and retention in your older employee body is to have flexible schedules. Aging employees value latitude and leaves of absence in their schedules. Health and family arrangements often impact availability, and it’s essential to show respect for that. Offering part-time positions is an excellent way to allow your older labor force to attend to their personal needs while providing valuable work to your company. 

Tough times require creative solutions, and the aging workforce is far from past its time. Nearly 100 million Americans in the Baby Boomer and Silent generations represent an eager employee pool that may offset the staggering number of frontline workers leaving their occupations. Tackle ageism with these simple yet effective tips and watch your employee body grow.