b"COVER STORYLets talk staffing solutionsA decade ago, when peopleCare opened a new long-term care home in London, Ontario, hundreds of people showed up to our advertised job fairquickly filling the close to 200 positions needed as we built our newest team. Those days are long gone. Fast forward to our recent experience in small-town Meaford and the prospect of hiring dozens of new personal support workersplus clinical, dietary, environmental and other support service staffin the midst of an ongoing staffing crunch. We knew we needed to get creative, fast, says Bethany Rupp, Meaford Long-Term Cares Executive Director (ED). The traditional ways of getting new staff in the door dont cut it anymore. Rupp speaks from experience. A long-time Meaford resident and former local business owner, she led the drive to build the larger workforce needed to meet the needs of residents in the new home. Her top tips to consider: Invest in dedicated recruitment resources and start early. Scaling up your workforce at this level isnt something easily taken on at the side of your desk, says Rupp. From generating leads to hiring and orienting new staff, it's a lot to accomplish. Time is definitely your friend. Pursue multiple recruitment strategies, augmenting the standard community job fairs and traditionaljob postings with virtual career expos, social media advertising, open houses, imaginative community, staff referral incentives and much more. Build a network of meaningful relationships to widen your potential talent pool. Focus on innovativeacademic partnerships and rewarding student placements. Join the chamber of commerce and foster a robust volunteer base. Finding ways to give back in the community helps residents stay connected to friends and neighbours and has the added benefit of keeping our home top-of-mind for referrals, says Rupp. Solve for workforce housing, one of the biggest barriers to recruitment and retention (particularly in rural areas). peopleCare secured rental units in Meaford and we are temporarily housing some new staff in our old long-term care home while helping them find other, independent options in the community. Tap into your homes cheerleaders, by creating an amazing workplace culture, then asking staffto share their experience through testimonials, mentorships and word-of-mouth. The positive things your existing staff say to their family and friends about working for you is one of your biggest opportunities and will resonate with prospective employees.Look outside of Canada, a strategy peopleCare used to add 30 Internationally Educated Nurses (IENs)to our Meaford team. These individuals commit to working in the home for two years and practise as PSWs while working towards their nursing credentials in Ontario. Theyre proving to be an amazing asset in providing great care to residents, says Rupp. While the hiring process can be lengthy, new funding support from government for initiatives like IEN preceptorships makes this an even more appealing option to recruit skilled new employees.We hope others will do the same. Weopen more new homes quickly Author: Sheena Campbell,fully expect to continue this journeyand efficiently. Vice President, Communications and Engagement at peopleCare of learning and improvement as weCommunities. Aligned with its vision open each of our new long-term careUltimately, the goal is to see allto Change the World of Senior homes in the coming years, sayslong-term care residents in OntarioLiving, peopleCare is focused on Killing. Wherever your organizationflourishing in beautiful, modern newresident-centred care, innovation is on your development journey, pickand creating integrated senior up the phone and call us anytime.homes with more space, upgradedliving solutions to better meet the Were happy to talk about what wentamenities and exceptional quality growing needs and changingwell, what surprised us, and whatof life, Killing adds. Lets get values of Ontarios aging adults.opportunities will help us all build andthere together. LTCT Visit peopleCare.ca to learn more.12 LONG TERM CARE TODAY Spring/Summer 2023"