By 2030 the world will need many more senior care professionals than ever before. It may not be a field that comes to mind first for college students and recent grads, but within the next decade, senior care providers, managers and leaders will be in high demand. And Millennials along with Generation Z (whose oldest members will be nearly 30 by 2030) will be most likely to answer the call.

Last week I had the pleasure of attending the Senior Care HR Executive Summit (SHINE) at the Loews Hotel in Chicago. While the Senior Care industry is experiencing growth rates we have not yet seen in the health care industry, along come new opportunities and challenges. The annual SHINE Conference provides an outstanding and timely platform for HR leaders in Senior Care to network with peers, deep dive into real-world scenarios and learn of actionable items to bring back to their organizations.

Of the numerous topics discussed, ’d like to share my takeaways from this year’s conference as you begin to address pressing HR challenges in senior care.

Boomerang employees are people who have left an organization and then been rehired at a later date. It used to be taboo. In fact, about 50% of HR professionals surveyed say their organizations had policies that prohibited rehiring former employees in the past. But over 75% of those same HR professionals say their companies are more willing to rehire boomerang employees now than ever before.

Should you consider returning to a former employer? And if you do, what can you expect? Talent Plus (the company I work for) actively recruits boomerangs. We know that talented people sometimes have opportunities for growth elsewhere that they just can’t – and shouldn’t — pass up. And when their circumstances (and ours) change, we actively recruit them back.

I was invited to give a presentation for a very large, prominent software company at a conference of help desk managers from all over the world, and the topic of the conference was “Creating a Better Customer Experience”. Different presenters focused on different ways to achieve this important outcome. Some, for instance, focused on how to reduce wait time by optimizing certain processes. The focus of my presentation was the impact of hiring the right kind of people.

This year’s ASHHRA Conference was hosted in the beautiful city of Seattle. I was excited to listen to the speakers, connect with passionate leaders and learn more about putting the human back in health care.  In this ever-changing technology and science-driven industry, conversations revolved around how to build teams and leaders, how to drive organizational change and how to select for those that will succeed in this type of environment.

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