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Workforce churn continues to be a critical issue for the aged care sector in Australia, and it’s a challenge that directly impacts both the quality of care provided to residents and the overall efficiency of the sector.
High staff turnover can lead to gaps in care, increased workloads for remaining staff, and a significant financial burden associated with recruiting and training new employees.
Given the growing demand for aged care services due to Australia’s aging population, retaining skilled and qualified staff is more important than ever.
Aged Care providers have done an incredible job to manage the challenges of recent years, COVID-19 and ongoing legislation changes. The recruitment and retention of the workforce remains a challenge that providers face every day.
Aged care organisations face unique staffing challenges. High turnover rates, especially among frontline staff such as personal care workers, registered nurses, and allied health professionals, are common.
Aged Care workforce turnover rates are estimated to be as high as 25-30%, with many staff leaving the sector within the first 12 months of employment. This level of churn creates significant disruptions for the workforce and the quality of care.
The ripple effects of workforce churn:
In a highly competitive labour market, aged care providers cannot afford delays in hiring processes. Top candidates, especially those with in-demand skills and qualificatios, may have multiple job offers to choose from.
A long and difficult recruitment experience can result in these candidates looking elsewhere before your offer even reaches them.
Hiring Faster and Smarter to Provide Quality Care
Addressing workforce churn requires more than just improving the speed of hiring. Aged care providers should also invest in strategies to retain the employees they have, reducing the overall need for continuous recruitment.
Workforce churn in aged care is a pressing issue that impacts the quality of care and the financial health of organisations. By improving the speed and efficiency of the hiring process and focusing on smarter recruitment practices, aged care providers can reduce churn and secure top candidates.
In the long term, investing in both hiring and retention strategies will ensure a skilled, safe-to-work and satisfied workforce, ready to meet the growing demand for aged care services.