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Staffing shortages plague the long-term care industry. While many stakeholders talk about the nursing shortage, if you drill down further, you’ll likely find that nurse assistants are among the most sought-after healthcare workforce today. As the demand for skilled care in long-term care and skilled nursing facilities increases, the competition to attract and retain top CNA talent is fiercer than ever.

To fully comprehend the implications of the new CMS rule on enhanced barrier precautions, it is essential to understand its rationale and key changes from previous guidelines. CMS implemented the rule in response to the growing concern about antimicrobial resistance and the need for stricter infection control measures in nursing homes.

Are you always looking for new CNA recruitment and retention strategies? If so, you’re not alone. Many long-term care facilities look for strategies to recruit and retain top CNAs. With the demand for skilled CNAs outpacing supply, a well-structured talent acquisition strategy might be your missing secret weapon.

The White House recently finalized a new rule setting minimum staffing requirements for nurse aides and registered nurses (RNs). This means facilities nationwide must ensure they have enough qualified staff to deliver high-quality care to residents.

Cultural competence training for CNAs is essential in creating a more inclusive and understanding healthcare environment. This blog explores the importance of diversity education and training in the workforce.

Hiring Certified Nursing Assistants (CNAs) in today’s constantly evolving healthcare environment is complex and challenging. The competitive hiring landscape, regulatory and policy changes, and technological advancements are just a few of the challenges you face. While it used to be enough to find a CNA with excellent technical qualifications and the ability to care for elderly residents or patients, this approach is no longer enough.

Well-prepared CNAs are not just “nice to have” in senior living facilities. They are a necessity for providing holistic and comprehensive quality care. CNA turnover in nursing facilities has long been a challenge. However, recent studies have shown that the problem continues to worsen. In fact, one study cites an average turnover rate of 78.1% for CNAs in nursing homes. This statistic illustrates the importance of best practices for onboarding new graduate CNAs to mentor and support them in their new roles.

While technological advancements are gaining rapid traction in the healthcare and nursing education industries, nurse aide training hasn’t seen the same growth and innovation, even though it’s instrumental in providing a positive learning experience for new nurse aides.

If you observed a nurse aide training classroom, you would likely see students from various cultural, racial, and ethnic backgrounds. While these unique qualities can tell you much about the student, they don’t provide information about their diverse learning needs. Healthcare education programs must consider the learners’ diverse backgrounds, learning styles, abilities, and challenges to ensure accessibility and equality.

The call light blinks, signaling a need. The resident wonders when and who will answer the call. CNAs usually receive and answer these calls for millions of residents across the U.S. They are a foundational part of the nursing team. These are the individuals who dedicate a median of 2.1 hours to each resident, every single day, navigating a demanding workload that often includes up to 12 residents per shift. While usually recognized for delivering personal care, their impact stretches far beyond this one task.

What is Employer Branding and Why It's Vital for CNAs? Employer branding is your organization’s reputation as a workplace. While the definition is simple, don’t let it fool you. Up to 95% of job candidates consider an organization’s employer branding before accepting a new position. In today’s competitive hiring landscape, CNAs have choices. They seek supportive and stable work environments with a positive company culture.

Caregiver retention in today’s healthcare environment isn’t just a problem. It’s a crisis, with the current turnover rate being higher than ever before. The Long-Term Care Community Coalition reports that the average nursing home turns over 53.3% of its nursing staff yearly. Nurse aides are an integral part of the healthcare team in senior living and significantly impact resident well-being and facility reputation.

Certified nursing assistants (CNAs) and home health aides (HHAs) leave their jobs at unexpectedly high rates. Turnover rates for CNAs were 54.8% in 2022, and HHA turnover hit 79.2% in 2023. While the causes of employee turnover are varied, it always leads to short staffing, employee burnout, and poor patient outcomes.

According to a 2025 article in the Gerontologist, CNAs make up over 30% of the nursing home workforce and deliver up to 90% of direct resident care across the U.S. Staffing issues impacting the CNA workforce cause burnout, non-compliance, and reputational harm.