In aged care, quality care starts with quality people. Our article from last week highlighted the critical importance of verifying employee qualifications and verifying RTO compliance. While this due diligence is essential for regulatory adherence and risk mitigation, building a strong workforce also relies on attracting, retaining, and developing staff who are not only skilled, but also compassionate and committed.
the workforce reality
Facility managers know the pressure first-hand: an ageing population leading to rising demand, a shrinking talent pool, and a workforce under strain. Right now, the sector is grappling with:
- Ongoing shortages of nurses, carers, and allied health professionals
- High turnover rates, often driven by burnout, limited career growth, and pay concerns
- Demanding roles, requiring emotional resilience and complex care skills
- Regulatory shifts, such as the new Aged Care Act and increased scrutiny on quality standards requiring ongoing training and operational change
becoming an employer of choice
In a competitive labour market, standing out as a preferred employer is essential.
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1. provide clear career development pathways
Many workers in aged care are eager to grow but unsure how. Providing visible, achievable career pathways helps attract ambitious talent and improve retention.
- Offer development pathways showing how entry-level roles can evolve into specialised or leadership positions.
- Promote opportunities to specialise in areas specific to aged care such as dementia care.
- Support leadership development from within the existing workforce.
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2. offer competitive pay and benefits
While many aged care workers are driven by purpose, fair compensation matters.
- Regularly benchmark the wages and benefits that you offer against other local facilities to ensure you remain competitive.
- Beyond pay, consider non-monetary benefits such as flexible leave and job sharing, loyalty leave, wellness programs and employee recognition programs.
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3. cultivate a positive workplace culture
Culture is a powerful attraction and retention tool. Employees who feel valued, respected, and supported are more likely to stay and advocate for your facility.
- Build respectful, team-oriented environments with open communication.
- Recognise and celebrate daily acts of care and achievement.
- Train empathetic, supportive leaders who prioritise staff wellbeing.
- Create psychological safety so staff feel comfortable sharing concerns and suggestions.
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4. employ modern recruitment strategies
It’s time to move beyond job boards. A more strategic, targeted approach can help build talent pipelines.
- Connect with a specialist recruitment partner that specialises in aged care.
- Partner with reputable RTOs and offer student placements or graduate pathways.
- Launch a referral program that rewards existing employees for helping to attract quality candidates.
- Use your website and social media to showcase your facility’s culture, values, and impact and build your brand.
retaining staff: invest in development and support
Attracting talent is only half the challenge - retaining skilled, committed staff is crucial for care continuity and quality.
ongoing learning and upskilling
Support continuous professional development through:
- Specialist training (e.g., dementia, wound care, palliative care).
- Leadership training to grow your internal talent pipeline.
- Refresher sessions to keep staff up to date on aged care regulations and best practices.
- Support for further study through flexible rosters or study leave.
mentoring and peer support
A structured support system helps new staff integrate quickly and reduces early turnover.
- Introduce buddy systems or mentorship programs to build connection and confidence.
- Provide access to confidential EAP for personal and professional support.
- Conduct regular debriefs and check-ins, particularly after challenging shifts or incidents.
flexibility and worklife balance
Offering flexible work options where operationally possible can boost staff satisfaction and loyalty.
- Allow input into rosters and shift preferences.
- Offer part-time, casual, or job-share roles to meet diverse needs.
- Reduce barriers for staff balancing work with family or study.
focus on wellbeing
Invest in initiatives that support physical and mental health.
- Provide access to mental health resources and encourage open conversations.
- Promote safe manual handling and healthy habits.
- Make the workplace physically and psychologically safe.
listen and act on feedback
Create structured ways to listen to your team:
- Regular, meaningful check-ins.
- Anonymous surveys to uncover concerns and improve culture.
- Clear channels for feedback and suggestions - with follow-up.
Building a sustainable aged care workforce goes beyond compliance - it’s about committing to quality care through strong teams and supportive workplace cultures. Facilities that prioritise their people will be best placed to lead and deliver lasting impact.
Contact Randstad Aged Care today to discuss how we can help you build a professional, compliant team.
Call 1300 289 817 or
request a call back
