In today’s labor market, long-term care providers face mounting pressure to stabilize their workforce while controlling costs and maintaining high-quality care. Arden Courts Memory Care, a national leader in memory care services, confronted these challenges head-on, recognizing that traditional hiring tactics alone weren’t enough. This case study explores how Arden Courts partnered with myCNAjobs to implement a scalable, data-driven recruitment strategy that reduced agency dependence, accelerated hiring timelines, and strengthened talent pipelines across their communities.
Client Overview
Arden Courts Memory Care is a leading provider of memory care services, operating a vast network of memory care communities across the country. With over 3,400 team members — including nearly 2,500 nurses — and close to 2,000 annual caregiver and medication technician hires annually. Arden Courts ability to recruit and retain frontline workers directly impacts its ability to provide consistent, high-caliber care.
Business Challenge
For Arden Courts, securing and retaining a stable workforce is mission-critical. Rising dependence on temporary staffing as an industry and vacancies add pressure on their ability to maintain service quality and control costs. The key drivers were:
- Dependence on agency staffing in key locations
- Fluctuations in staffing due to census and market conditions
- Higher overtime expenses stemming from vacancies
- Difficulty filling specialized roles quickly in a tight labor market
Arden Courts recognized it needed more than just additional applicants; it required a scalable, flexible, and repeatable approach to frontline recruitment — a true workforce stabilization strategy and a partner up for the challenge.
Strategic Solution = myCNAjobs.
Arden Courts teamed up with myCNAjobs to implement a multi-pronged, scalable recruitment approach — extending well beyond traditional job posting — to proactively control staffing outcomes across their portfolio.
“Our relationship with myCNAjobs is a true partnership. The Hiring Events have been incredibly successful — not only in helping us hire at scale, but also in reaching qualified candidates in some of our most challenging, hard-to-fill markets.” — Stacy Smith, Divisional Recruiting Manager, Arden Courts Memory Care
Three-Prong Approach to Volume Hiring
Hiring Events — A High-Impact, One-Day Model:
Using myCNAjobs’ career fair engine, Arden Courts holds in-person and virtual hiring events across key locations on an ongoing basis monthly. This approach compresses weeks’ worth of sourcing and interviewing into a single day, allowing their team to make numerous, high-impact hires quickly — reducing reliance on temporary staffing.
Location Hires
Yardley, PA 8
Bingham Farms, M 15
Parma, OH 6
Anderson Twp, OH 6
Job Postings — Continuous Candidate Flow:
To keep their pipeline full, myCNAjobs leveraged data and AI to match job opportunities with nearby, qualified caregivers — driving a steady stream of applicants across all locations.
Resume Marketplace — Filling Specialized Gaps:
For hard-to-fill roles, Arden Courts recruiters are able to search a curated pool of caregiver resumes, apply 61 unique filters, and connect directly with prospective employees who hadn’t previously applied — adding depth and flexibility to their pipeline.
Key Impacts
Cost Savings
- Reducing reliance on temporary staffing and cutting back on overtime by securing permanent workers quickly — directly improving margins.
Accelerate Time-to-Hire:
- Hiring events cut through bottlenecks, reducing the time from posting to hire from weeks to days.
Improve Operational Efficiency:
- Local leadership are freed from sourcing responsibilities and are able to focus their time on interviewing and extending offers — a more productive use of resources.
Diversify Talent Pipelines:
- myCNAjobs opens up a rich pool of candidates that fell outside their traditional Applicant Tracking System, extending reach into previously untapped segments of the workforce.
