Exclusive Workshop: Attracting and Retaining Young Talent in Long-Term Care


  • Identify the best CNAs within 10 miles of your facility
  • Speak to young CNAs using their own language
  • Inspire Gen Z to love working with seniors

Sign Up Now for Free Access!

In this workshop, you’ll learn:


The top techniques for finding and engaging the candidates you seek


The technology needed to streamline your recruitment process


What inspires and motivates Gen Z


Messaging and strategic creative designs that set you apart from the competition

Struggling to fill out your facility’s staff?

While most industries have rebounded to pre-pandemic job levels, long-term care continues to deal with a staffing crisis. While issues with funding and regulations won’t easily be resolved, there is still a way to attract more talent to the industry: speaking their language. By engaging, connecting, and listening attentively to the needs of Gen Z, we can help build the next generation of caregivers.

In this workshop, you will learn the fundamentals for recruitment in the age of TikTok and LinkedIn. This is battle-tested material that we’ve presented to enthusiastic audiences at Leading Age, WHCA, HIMMSS, IHCA. And now access is at your fingertips in this free, online webinar.




Owners of long-term care facilities


Leaders in SNFs, ALFs, CCRCs, ICFs, and independent living.


Teams struggling with staffing and retention


Well, hello! I’m Peter Murphy Lewis, vice president of marketing at Experience Care and host of the LTC Heroes podcast.

I’ve spent the last three years interviewing industry leaders and direct caregivers to better understand their struggles and the most effective solutions. I may have gotten a little carried away, as I even went out and became a direct caregiver myself!

One somber fact I learned is that, since the summer of 2020, at least one-fifth of nursing homes in the US have reported a shortage of direct care workers every month. Industry leaders made it clear to me that long-term care nurses are facing more challenges than ever before, chief among them staffing.

So I decided to become part of the solution. I began attending conventions and sharing with facilities the tools and software that were proven to best attract new talent. And I synthesized and articulated the insights from leaders who had found great success retaining staff.

Why am I doing this? I’m passionate about inspiring others to pursue a career in long-term care nursing and to get us out of the current staffing crisis. Yeah, I’m just one person, but I believe that my platform makes it my duty to raise awareness and show the world the human side of long-term care.

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