Issue #1
January 2026
EKLEGO WORKFORCE INSIGHTS
LEADERSHIP. CULTURE. TALENT.
“A leader is one who knows the way, goes the way, and shows the way.” – John Maxwell
As we begin a new year, we reflect on the leaders who set the direction, lead by example, and elevate their teams – making a meaningful difference in senior care every day.
Welcome to Eklego Workforce Insights, where we share actionable strategies and impactful stories that are transforming the Senior Care Workforce!
LEADERSHIP FEATURE:
JOE STIRPE, EKLEGO FOUNDER & CEO
We’re grateful for the opportunity we had to train over 100 managers at Presbyterian SeniorCare Network on weaving mission and core values into the hiring process – helping teams make stronger hires, support long-term retention, and create workplaces where both employees and residents thrive.
Learn 3 ways to embed your Mission and Core Values into your interview and selection process
here!
Curious how mission-driven hiring can strengthen your team? Let’s connect!
Feeling buried under a flood of unqualified applicants from the big job boards? Many organizations experience diminishing returns by paying more for volume without seeing better hires.
Eklego takes a different approach – focusing on hirable candidates who align with your values and culture. In our partnership with a senior care community in PA, our recruitment strategy has cut their Indeed spend by $20,000 per month, while increasing their number of hires.
If you’re looking to get to a better place by strengthening hiring results and lowering costs, we’d be honored to discuss options with you!
Since October, Eklego and St. John’s Nursing Home have partnered to fill critical roles and support the launch of a new unit – an effort made possible through true collaboration. We worked together on a recruitment strategy and have reduced clinical vacancy by more than 50%. The partnership has been successful by both parties doing their part
The results have been felt organization-wide. St. John’s shared: Thank you for our partnership, patience, and understanding. You brought amazing talent through with strong follow-up and consistency. Amazing job in this market—and even during the holiday season—getting results. The reduction in stress on HR and the lift of having a list of LPNs in New Hire Orientation made a real difference for LPNs, RNs, Clinical Coordinators, and Supervisors.
Ready to strengthen your workforce? Contact Eklego today. to see how we can help your team thrive.
Shared by Meg, President of Workforce Partnerships
Building Loyal Teams
When it comes to Employee Retention, Eklego’s focus is on how organizations intentionally create loyalty with their current workforce. When implemented well, stay interviews are a valuable tool in creating more engaged and connected teams.
There are multiple benefits of a successful stay interview program, including strengthening the relationship between managers and team members, gaining a better understanding of what motivates employees to seek employment elsewhere, and demonstrating to current team members that their voices and experience matter.
Unique from a performance review, stay interviews are meant to allow the employee to share their experiences, both what’s going well and areas of improvement.
Below are a few examples of potential questions to include in a stay interview template.
Sample stay interview questions:
– “What do you look forward to most when you come to work each day?”
– “What parts of your job do you find most satisfying?”
– “Is there anything that can help you be more successful in your role?”
“To add value to others, one must first value others.” – John Maxwell
