“One unfortunate incident in one community can im-


pact the entire industry,” said Maria Nadelstumph, vice president of organizational development and program excellence at Brandywine Living. “Operators need to be mindful of how and who they are hiring. And what quality measures they have in place.”


Hire the right people Resident safety really begins during the hiring process. Finding the right staffers—those unlikely to engage in mistreatment and speak up if they see it happening—is the first defense against later problems. The industry, however, faces a highly competitive job


market. Executive directors don’t have the luxury of a deep pool of applicants. That doesn’t mean the hiring


process should be less rigorous. Instead, managers need to step up their screening practices. “It’s hard to find workers,” said Sue Coppola, chief clinical


officer at Sunrise Senior Living. “But we cannot fall into the trap that anybody is better than nobody.” At Sunrise, the pre-hiring process includes background


checks, drug screening, and a reference check. Other pro- viders conduct similar checks. Sunrise uses behavioral-based interviewing techniques,


asking about past behavior as a way to gauge future behav- ior. In order to improve employee retention and reduce turnover, Sunrise has partnered with Arena, a Baltimore- based firm that specializes in predictive analytics. Questions are embedded in the online application that help predict whether the applicant will stay in the senior


JULY/AUGUST 2018 ARGENTUM.ORG 7


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