9 Workforce Trends to Focus on in 2025!

Today’s workplace and workforce are constantly evolving. With it, the way we recruit, hire, and retain top talent. To keep up with these changes, senior living and long-term care leaders must rise to the occasion and make changes where necessary.

With that in mind, here are 9 senior living / long-term care workforce trends that you may want to focus on as we go into 2025!

AI Integrates into Daily Work

AI is going to continue to shape the way we do business in 2025.  One of the top tech trends is how we use data and AI to improve resident care and ROI.  How data is deciphered is going to be key according to McKnight’s Long-Term News. 

In addition, AI will continue to play a significant role in addressing staffing shortages in senior living and long-term care. With AI powered tools, organizations can sift through resumes faster and help to identify suitable candidates quickly. Plus, AI can reduce the HR workload with chatbots and virtual assistants that can guide new hires through the onboarding process. and reduce the HR workload. In addition, look to AI for staffing optimization, shift planning, robotic caregivers, etc. While AI can address staffing shortages, it’s important to remember that technology should complement, not replace, the human touch in senior care.

Job Candidates Using AI Turns-off Employers

Today’s job candidates expect to encounter some form of AI during the job application process and onboarding process. Job candidates are also using AI such as ChatGPT to enhance their cover letters and CVs. However, according to Forbes, 80% of employers and hiring managers dislike when candidates use AI to look better in cover letters and CVs. 74% say they can spot when AI has been used in a job application. More than half (57%) are significantly less likely to hire an applicant who has used AI and may even dismiss the application.

Talent Shortage Continues

Talent shortages in senior living and long-term care persist. According to Argentum’s Staffing Report, we need another 1.2 million care workers by 2030 to meet the demands of older adults. In 2025 alone, we need another 347,000 caregivers in memory care to keep pace with the high demand. Attracting and retaining workers requires new strategies to address the workforce shortages and challenges. These are some approaches organizations are now taking: Improving the candidate and employee experience, speeding up the hiring and onboarding processes, addressing any barriers to working such as childcare or transportation issues, offering flexible schedules, work/life balance, robust benefits, and partnering with workforce development programs at vocational schools and college level.

Building Talent Pipelines Remains Imperative

Since the competition for talent Is fierce, many senior living and long-term care organizations are recognizing the need to stay ahead of the curve by adopting the proactive strategy of a talent pipeline. Basically, it’s creating a database of potential and often passive candidates who you have previously engaged with and who are qualified to fill future roles that might open. By consistently adding candidates to your pipeline even when you’re not actively hiring, helps organizations to anticipate and prepare for future staffing needs. This is a great way to create a sustainable approach to talent acquisition.  

Home Health & Hospice Market Growth Rate

Our older adult population wants more choices when it comes to where they age and with the advancements in technology, more choices are available. As a result, we’re seeing fast growth in Home Care, Home Health and Hospice services. There’s now a growing preference among patients and their families for receiving care in the comfort of their own homes. The U.S. home healthcare market size was valued at USD 142.9 billion in 2022 and is expected to expand at a compound annual growth rate (CAGR) of 7.48% from 2023 to 2030.  For that reason, Home Health and Hospice organizations are investing in skilled nursing staff and new technologies such as remote patient monitoring which are key to meeting the increasing demand for home-based care.

Upskilling & Reskilling a Must

Today’s candidates expect training and development on day one.  As AI and other technologies continue to reshape the professional landscape, the need for continuous learning and skill development has never been more important. More roles are demanding novel skills, technology skills, and competencies. Senior living and long-term care organizations offering robust learning opportunities will attract talent since they seek to better themselves and gravitate toward career growth opportunities. Per Forbes.com, “those failing to embrace lifelong learning risk falling behind. In 2025, adaptability and continuous learning will be crucial for both organizational success and individual career resilience.” We could see talent acquisition specialists and hiring managers place greater emphasis on a candidate’s potential to develop new skills than in past achievements.

Investors, Lenders & Developers Have Growth Opportunity in Senior Housing

As we look ahead to 2025 and beyond, the senior housing industry is poised for continued growth and success as the 80+ population is beginning to outpace current inventory creating a gap between supply and demand in the industry. Clearly, there’s a need for our industry to expand the inventory of senior living and long-term care communities to meet the needs of this demographic. Investors, lenders, and developers have the opportunity to capitalize on this growing market. As the industry navigates the changing landscape, the upward trends suggest a positive outlook for senior housing in 2025 and the years to come.

Retained Executive Search on the Rise

Retained executive search is a recruitment method where a senior living / long-term care facility pays a fee to a search firm specializing in their industry to conduct a dedicated search for top-tier executive candidates such as C-Level, EVP, VP, etc. Retained executive search involves a very strategic and tailored approach with a guaranteed focus on filling the position. Contingent search firms only get paid if they successfully place candidates, and a community may opt to work with more than one firm at a time.  In healthcare, especially in senior living and long-term care organizations, executive roles require specialized leadership skills and industry knowledge. Retained executive search firms provide customized vetting and a thorough recruitment process so that these organizations are guaranteed highly qualified executives.

Interim Talent Still Popular Solution

Interim work, also referred to as contract or temporary work, in the senior living and long-term care industry surged during the pandemic.  Now that the health crisis is at bay, we clearly see that the demand for interim staff has not diminished. In fact, it’s grown! Interim professionals are helping senior living and long-term care organizations to bridge the talent gap, control costs, add specialized skills, work on short-term projects, remain flexible without a long-term commitment, and try before they buy. The most popular senior living interim executives placed are interim Nursing Home Administrators, interim Executive Directors, Interim Assisted Living Administrators, interim Directors of Nursing, Interim MDS Coordinators and interim Resident Services Directors.


As senior living and long-term care executive recruiters, we expect that 2025 workforce trends will emphasize a continued shift towards AI, new skills training and development, improved strategies and technology for talent acquisition, growth in home-based care and senior housing, and an emphasis on retained executive searches as well as the continued need for interim healthcare professionals.

For more information or an immediate talent need, contact us at 727-526-1294 / bmiller@medbest.com  / www.medbest.com/client/

ABOUT JULIE RUPENSKI

Julie Rupenski is the Founder & CEO of MedBest Recruiting. Since opening its doors in 2001, Julie has grown MedBest into an award winning, multimillion-dollar national firm, garnering impressive awards including INC 5000 2021 and Tampa Bay Fast 50 2021 and Top Interim Services Provider 2023!  In addition, Julie was named as one of the “Top 100 Women Leaders in Tampa 2022″ by Women We Admire.

MedBest has gained national recognition due to Julie’s industry expertise and high level of success. Julie has an in-depth knowledge of the senior living / long term care industry.  She previously worked in operations for both senior housing and senior living prior to founding MedBest. Today, Julie and her industry-savvy team of recruiters make it their mission to place exceptional industry executives in senior living positions where they have the greatest impact.

ABOUT MEDBEST
MedBest is an award-winning national Executive Search Firm exclusive to the Senior Living / Long Term Care Industry. For more than two decades, we have connected senior living / long term care organizations with exceptional senior living executive talent for both permanent and interim roles. 

MedBest was named as a Top 10 Interim Services Provider 2023! In addition, we were one of American’s top companies by Inc.5000 and a Tampa Fast 50 Company in 2021! MedBest is a member of the National Association of Personnel Services (NAPS) and American Staffing Association (ASA). Contact MedBest at 727-526-1294