OPERATIONAL EXCELLENCE
Find and Retain Top Talent with Your Education and Training Offer
By John Schulte
are seeking to identify ways to recruit and retain top talent. Will adjusting salary alone be enough? Do we need to take a closer look at our benefits packages? Do we need to of- fer other incentives that employees think are valuable? If so, what do all of these things look like? These are just some of the ques- tions HR professionals are thinking about. It can be tough to think of new perks
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and packages that will help recruit and retain the best of the best. Something that always shines through as one of the top reasons people choose to join or stay with an organization is the education and training offer. One of the best ways for a company to recruit and retain top talent is to provide a robust education and training offer and encourage people to participate in these programs on a regular basis. When it comes to training, everyone can agree that frequent educational opportunities make an appealing offer to stay in a current position. Learning and development (L&D) pro-
grams can be an appealing benefit. In fact, skills training is one of the top perks younger workers look for when gauging a new job offer, according to a 2021 Gallup survey. In that survey, 66 percent of workers ages 18-24 ranked learning new skills as the third-most important perk when evaluating new job opportunities, behind only health insurance and disability benefits. Having a solid educa- tion and training program differentiates your organization from the competition and will help you attract new talent. To increase employee retention, savvy
employers are investing in training that provides real development opportunities within the company and developing their
inding and retaining top talent is on the minds of just about every- one these days. So many employers
own unique career advancement roadmap. This concept applies to current employees and new hires alike. When given an op- portunity to further their career with their existing employer, few employees will risk the uncertainty and stress of looking for work elsewhere. A number of senior living companies
have learned that their employees are look- ing for higher education and professional certifications because earning the creden- tials signals to their employer, the commu- nity and its residents that an individual has gone above what is expected of them and has effectively demonstrated the skills and competencies required to successfully man- age a senior living community. Every day, executive directors are looking for ways to expand their knowledge, elevate themselves as individuals and progress as senior living leaders and professionals. They seek ways to improve themselves and raise the bar for the entire industry. In an age when it is important for staff to hone “future-ready skills” more and
more organizations are looking to come out of the pandemic stronger than they were before by pivoting and adjusting their business models. Hiring the right talent with the right skills is an important piece of that transition. The skills many senior living organizations are looking for range from empathy and team management to understanding how to look ahead, set op- erational goals, and influence people from diverse backgrounds. Argentum offers online courses devel-
oped by senior living professionals, for senior living professionals. The courses are designed to help you and your staff gain the knowledge needed for success not only in your current role, but also long-term career advancement. Whether you’re new to the industry and looking to shorten the learning curve, or experienced and just want to fill in some learning gaps, or maybe you just want a source for continuing education; the Argentum courses can help. Following is an overview of the current Argentum course offerings.
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