Top 10 Unique Strategies to Hire for Your Senior Living Facility

The senior care industry faces a constant challenge in hiring and retaining top-tier talent. Traditional hiring methods—job boards, referral programs, and competitive salaries—are no longer enough to secure compassionate and skilled professionals. With an increasing demand for senior care services, facilities need to adopt unconventional and highly targeted recruitment strategies. The goal is to attract individuals who are not just looking for a paycheck but are deeply committed to creating a fulfilling environment for seniors.

Many facilities struggle with high turnover, employee burnout, and a mismatch between job expectations and actual responsibilities. To address these challenges, senior living communities must rethink their hiring approach by implementing innovative, long-term strategies that enhance recruitment, engagement, and retention. Here are ten unique ways to hire for your senior living facility.

Establish a "Live the Role" Experience Before Hiring

Many candidates enter senior living roles without a clear understanding of what their day-to-day responsibilities will look like. This mismatch often leads to early resignations. Creating a “Live the Role” experience allows potential hires to shadow existing staff for a few days before making a commitment.

Instead of a standard interview, facilities can invite applicants to spend a shift assisting in non-clinical tasks, engaging with residents, and observing real workplace interactions. This immersive experience filters out those who are not a good fit while helping genuinely interested candidates make an informed decision before accepting the role.

Recruit from Unconventional Talent Pools

Instead of solely focusing on traditional healthcare backgrounds, senior living facilities can tap into alternative talent pools. Hospitality professionals, former teachers, and even flight attendants have the soft skills required for senior care—patience, communication, and empathy.

By targeting individuals from service industries and offering accelerated training programs, facilities can onboard staff who excel in interpersonal skills and resident engagement. Partnering with organizations that support career transitions for veterans, caregivers returning to work, and individuals from the performing arts can also yield compassionate professionals who may not have previously considered senior care.

Launch an Employee-Owned Hiring Initiative

Staff referrals are valuable, but most programs are passive—employees are simply asked to refer someone when they think of it. Instead, a senior living facility can implement an “employee-owned hiring initiative” where existing staff are actively involved in recruitment.

Incentives can go beyond cash bonuses. Employees who refer candidates could earn leadership points that contribute to promotions, additional paid leave, or educational scholarships. Creating an internal hiring committee where top-performing employees conduct first-round interviews and give feedback makes recruitment a shared responsibility, fostering a team-oriented work culture.

Build Relationships with Local High Schools and Community Colleges

Most facilities focus their recruiting efforts on universities and vocational training programs, but high school seniors and community college students can be excellent candidates for entry-level roles.

By offering part-time evening and weekend shifts tailored for students, facilities can build a pipeline of young professionals who might eventually pursue long-term careers in senior care. Setting up mentorship programs where experienced staff guide these new hires can encourage career growth while providing a fresh workforce that adapts quickly to modern caregiving techniques.

Integrate AI-Driven Personality and Values Assessments

Technical skills can be taught, but emotional intelligence, adaptability, and a passion for caregiving are harder to instill. Instead of traditional resume screening, facilities can implement AI-driven personality and values assessments during the hiring process.

These assessments analyze candidates’ natural behaviors, problem-solving approaches, and emotional resilience to determine how well they align with the facility’s work culture. By prioritizing candidates whose personalities match the demands of senior care, facilities can reduce turnover and improve overall employee satisfaction.

Create a "Senior Living Leadership Fellowship" for Career Growth

Many talented professionals overlook senior care as a long-term career path because they don’t see clear advancement opportunities. Establishing a structured Senior Living Leadership Fellowship—where entry-level hires rotate through different roles, receive leadership training, and get fast-tracked into management—can make the industry more appealing.

This program could be a one-year initiative that exposes new hires to caregiving, operations, wellness programming, and administrative leadership, helping facilities groom high-potential employees for long-term success. Partnering with universities to offer college credits for participation can further enhance the program’s attractiveness.

Host Public Immersive Senior Care Events

Job fairs are outdated and often attract candidates who are casually browsing. Instead, facilities can create immersive community events that allow attendees to engage in simulated senior care experiences.

For example, hosting a “Day in the Life of a Caregiver” event where attendees experience age-simulation suits (which replicate mobility and vision impairments) can create awareness and attract individuals who feel emotionally drawn to the profession. Adding interactive workshops where current employees share their personal stories can further connect attendees to the facility’s mission.

Develop a Work-Share Model with Seasonal or Gig Workers

Many professionals, such as nurses, therapists, and hospitality workers, seek flexible work arrangements. Senior living facilities can create a work-share model that allows professionals to contribute part-time or seasonally without fully committing to a traditional employment contract.

By offering structured gig opportunities for travel nurses, retired healthcare workers, or semi-retired professionals, facilities can reduce staffing shortages during peak times without overburdening full-time employees. This flexible model can be particularly useful in filling weekend and night shifts, where traditional hiring methods often fail.

Gamify the Hiring and Onboarding Process

Traditional hiring processes can feel rigid and uninspiring. By incorporating gamification elements—such as scenario-based quizzes, interactive onboarding challenges, and digital badges for training completion—facilities can make the hiring and onboarding experience more engaging.

For example, candidates could complete a digital escape room where they navigate common senior care challenges, earning points based on their decision-making skills. This not only makes hiring more enjoyable but also allows managers to assess problem-solving abilities and cultural fit before making an offer.

Partner with Residents and Their Families for Hiring Input

One of the most overlooked aspects of hiring in senior living is the perspective of residents and their families. Facilities can create a program where residents participate in the final stages of the interview process, interacting with candidates and providing feedback on their interpersonal skills.

Involving residents in hiring decisions ensures that staff are not only qualified but also able to connect with the people they’ll be caring for. Additionally, families who see their loved ones involved in selecting caregivers may feel a stronger sense of trust and satisfaction in the facility’s commitment to personalized care.

Rethinking Hiring to Build a More Engaged Workforce

Hiring in senior living is no longer just about filling vacancies—it’s about creating a dynamic workforce that enhances the lives of residents. By thinking beyond traditional recruitment methods and embracing unconventional, people-focused hiring strategies, facilities can attract and retain individuals who are passionate about senior care.

From engaging high school students to gamifying onboarding and involving residents in hiring, the future of senior living recruitment depends on innovative approaches that prioritize emotional intelligence, flexibility, and career growth. Facilities that embrace these strategies will build not just a team, but a thriving community dedicated to exceptional senior care.