--- title: MissionCare Collective description: Arden Courts Memory Care partners with myCNAjobs to implement a data-driven recruitment strategy, reducing agency dependence, accelerating hiring, and strengthening talent pipelines. image: https://www.missioncare.com/hubfs/Blog%20Image%20(2).png --- [< All posts](https://www.missioncare.com/blog) ## Strategic Workforce Partnership to Scale Frontline Recruitment & Reduce Dependence on Agency By MissionCare Collective | Jun 27, 2025 ![Strategic Workforce Partnership to Scale Frontline Recruitment & Reduce Dependence on Agency](https://www.missioncare.com/hubfs/Blog%20Image%20(2).png) 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](https://www.arden-courts.org/), 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](https://www.mycnajobs.com/hire) 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. # JOIN THE CONVERSATION ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "MissionCare Collective", "url" : "https://www.missioncare.com/blog/author/missioncare-collective" }, "dateModified" : "2025-06-27T12:49:24.633Z", "datePublished" : "2025-06-27T12:49:24.000Z", "headline" : "Strategic Workforce Partnership to Scale Frontline Recruitment & Reduce Dependence on Agency", "image" : [ "https://www.missioncare.com/hubfs/Blog%20Image%20(2).png" ], "mainEntityOfPage" : { "@id" : "https://www.missioncare.com/blog/strategic-workforce-partnership-to-scale-frontline-recruitment-reduce-dependence-on-agency", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://www.missioncare.com/hubfs/MC.png" }, "name" : "Healthcare Research LLC" } } ```