b'HUMAN RESOURCESSchlegel is committed to continuous career support and developmentCultivating the ultimateteam member experienceSchlegel Villages shares their strategies for building great teamsC areers in long-term care canThese factors were having an impactand demonstrate the Village\'s values. be very fulfilling and long- on recruitment and retention.Those team members have worked lasting. However, heightenedHowever, as Janssen and the team atin our Villages and they know what sector challenges are making itSchlegel Villages have learned, therethe culture is like, so theyre also going tougher for long-term care homes toare proven strategies for empoweringto be able to identify those who are recruit, develop and retain the skilledteams, keeping them engaged, andculturally aligned and like-minded individuals they need to care forhelping them reach their full potential.to come in for a second interview, Canadas aging population. Leaders areFirst contactexplains Obermeyer. looking at their recruitment practicesIt begins with the first point of in a new light, as Schlegel Villagescontact. Never underestimate theThinking beyond the traditional recently shared in a presentation at thevalue of a strong workplace culture,interview questions can also be Ontario Long Term Care Associationssays Lisa Obermeyer, Director ofbeneficial. Specifically, Schlegel Villages spring conference. People Opportunities with Schlegelhas found success in replacing the Villages, and be sure to demonstratestandard HR interview questions with "Finding and keeping long-termthat culture from the first interview,ones that dive deeper into topics such where both the employer and theiras workplace culture, expectations and care staff was hard long before thepotential team member have a primepersonal development goals. pandemic, but when COVID-19 hit,opportunity to gauge their alignment long-term care homes took theon core values and expectations.Overall, adds Obermeyer, the key to brunt of the media\'s attention," says"At that point, the candidate has alreadyrecruiting individuals that will go on to Cheryl Janssen, Director of Peopleliked the job description and applied,form exceptional teams is to look at Engagement with Schlegel Villages.so now the question is, \'How do wethe interview and onboarding process "There was a lot of misinformationcreate cultural alignment betweenfrom the candidates perspective: It going around that influenced thethe candidate and the organization toalways helps when you hold up the public\'s perception of work in thisensure the right fit?" says Obermeyer. mirror to your hiring practices and ask sector. And at the same time, peopleif you would feel good as a candidate who maybe wanted to get into long- One answer has been to bringgoing through them. Does it feel like a term care were seeing their friends orSchlegel Villages team members intogood place to work? Did you make a family members in the industry comethe interview room to connect withgreat connection with someone that home exhausted.candidates, share their experiences,makes you want to come back? Or, 30 LONG TERM CARE TODAY Spring/Summer 2023'