How to recruit and retain staff in senior care

Recruitment challenges in the senior care field

The senior care sector faces a staffing crisis across Europe. In Romania, the main challenges are:

• Shortage of qualified staff — demand exceeds supply, especially in rural areas
• International competition — Germany, Austria and the UK offer salaries 3-5x higher
• High turnover — the departure rate in the first 6 months can reach 40%
• Burnout and exhaustion — the work is physically and emotionally demanding
• The field's image — perceived as a "last resort" job, although it is an essential profession

The good news: employers who invest in their staff (fair pay, good conditions, respect) manage to keep their team.

The ideal candidate profile

Beyond qualifications, look for these qualities:

• Empathy and patience — the most important; they can't be taught in a course
• Physical stamina — the work involves lifting, mobilising, long hours on your feet
• Emotional stability — the ability to handle difficult situations without breaking down
• Communication — with residents, families, colleagues and doctors
• Schedule availability — night and weekend shifts are the reality of the field
• Willingness to learn — the field evolves; ongoing training is essential

Tip: Don't reject candidates who lack experience but have a good attitude. Technical skills can be taught; empathy cannot.

Competitive salaries 2026

To attract and retain staff, salaries must be competitive:

• Care assistant: minimum 2,800 lei gross, recommended 3,200-3,800 lei
• Nursing assistant: minimum 4,000 lei gross, recommended 4,500-6,500 lei (with allowances)
• Physiotherapist: minimum 4,500 lei gross, recommended 5,500-7,000 lei
• Coordinator: 5,000-7,000 lei gross

Benefits that make a difference: meals included, transport, free training, flexible scheduling, fair allowances.

A fair salary paid on time is the best retention strategy. Employees who feel financially valued stay.

Effective recruitment strategies

1. Post on SeniorHelp — reach candidates already looking in the field directly, not on generic platforms
2. Partner with health schools — offer placements, then hire the graduates
3. Referral programme — current employees refer candidates = 500-1,000 lei bonus
4. Attend job fairs — especially those organised by ANOFM
5. Social media — post often about life in the home, the team, activities (employer branding)
6. Career retraining — offer paid qualification courses for candidates from other fields

How to conduct an effective interview

Recommended questions:

1. Tell me about a time you helped someone vulnerable.
2. How would you react if a resident hit you or shouted at you?
3. What do you do when you notice a colleague neglecting a resident?
4. How do you manage your stress after a hard day?
5. What are your expectations from this job?

Tip: Include a practical test: 30 minutes with residents (supervised). Watch how the candidate interacts — it tells you more than any interview.

Onboarding and integration

The first 30 days are critical. Good onboarding reduces departures by 50%:

• Day 1: full tour, team introduction, emergency protocol, equipment
• Week 1: an assigned mentor (an experienced colleague), a lighter schedule
• Month 1: weekly feedback, adjusting responsibilities, an evaluation
• Month 3: formal evaluation, a development plan, confirmation of the role

Invest in ongoing training: Alzheimer's, palliative care and first-aid courses. Employees who grow stay.

Staff retention — how to keep your team

The top 7 reasons staff leave (international studies):

1. Insufficient salary
2. Lack of respect from management
3. Overload (too little staff, too many residents)
4. Lack of advancement prospects
5. Inflexible scheduling
6. Lack of equipment and resources
7. Unaddressed burnout

Practical solutions:

• Fair salaries, paid on time, with real allowances
• A realistic staff-to-resident ratio (1:3 by day, 1:8 at night)
• Recognition: employee of the month, performance bonuses, public thanks
• A wellbeing programme: counselling, team activities, extra days off
• Clear and transparent advancement opportunities

The employer's legal obligations

• An employment contract registered in REVISAL before the first day
• The national minimum wage observed (in 2026: 3,700 lei gross)
• Mandatory allowances: night +25%, weekend +50%, public holidays +100%
• A maximum of 12 hours per shift with a meal break
• Protective equipment provided and replaced
• Ongoing professional training (minimum 40 hours/year)
• Occupational health checks at hiring and periodically
• Work-accident insurance

Failure to comply with these obligations leads to penalties from the ITM (Territorial Labour Inspectorate) and can result in the facility being closed.