How our remote area nurses help aged care providers thrive in hard-to-staff regions

Regional and remote aged care homes are facing significant staffing shortages. The Nursing Supply and Demand 2023-2035 report predicts that this will increasingly impact service delivery across these areas over the next 12 years as unmet demand continues to rise. 

The sustainability of the aged care workforce depends on providers implementing long-term strategies that attract new talent, retain existing staff and create a supportive environment where employees feel valued and rewarded.  With Australia’s aging population growing rapidly, it’s important to embed these strategies into recruitment processes now to keep pace with demand.

Understanding the reason for nurse shortages in remote regions

Increase in demand

The aged care demographic in Australia is on the rise. People are living longer, with the average life expectancy combined across genders currently sitting at 83.2 years. It’s predicted that by 2066, older people in Australia will make up between 21% and 23% of the total population. As these numbers grow, it’s vital that nurses are available to deliver aged care services to these individuals.

Aged care nursing job varieties

Aged care isn’t limited to residential homes in remote locations. Nurses are often required to work within home care and will also visit those living in hospitals, in the community and in multi-purpose service settings. As people require varying levels of care, the demand for skilled nurses in remote areas continues to grow year after year.

Nationwide and global competition

With high demand comes high levels of competition. Remote area nurses often have access to many attractive opportunities in Australia and overseas, with various incentives, bonuses and packages attached. In this environment, securing a stable and consistent workforce is one of the sector’s greatest challenges.

Strain and burnout

With high task loads, many nurses are experiencing stress and burnout, leading to them leaving the profession. In regions already experiencing shortages, such as regional and remote locations, it’s important to provide strong support systems that help nurses feel valued and equipped to continue delivering care.

Nurse retirement

The average age of a nurse in Australia is 42.2 years. With a decreasing proportion of younger nurses (under 35) and an increase in older nurses (over 45), the sector is facing a looming challenge: not being able to replace nurses when they retire.

Remote area nursing adds another layer of complexity, as these roles typically require a few years of experience and, in some cases, an additional qualification. To ensure top-tier aged care is delivered, there needs to be a systematic plan put in place from the Government and subsequently aged care providers to attract nurses to the sector sooner rather than later.

Employment landscape

There are two main challenges with the recruitment of nurses: attracting them to the sector, and then to remote areas. A large portion of nurses will stay within metro areas due to lifestyle choices or to stay closer to their families and friends.

Our approach to tackling remote aged care staffing shortages

While these challenges are complex, they’re not insurmountable. Through strategic recruitment and retention initiatives, we help aged care providers build reliable workforces, even in the most remote communities.

Our dedicated regional and remote division focuses solely on creating ready-to-work talent pools, ensuring nurses are available where they’re needed most. Whether through locally sourced staff or experienced nurses prepared to travel, we guarantee a dependable workforce committed to delivering quality aged care services.

Geographical scope

Our in-house specialists each focus on specific regions across the country, ensuring we can support your aged care home no matter where it’s located. Operating in six states, our consultants will connect you with skilled nurses ready to make a positive impact in regional and remote areas.

Diverse work opportunities

We understand ever-changing rosters and the range of needs you may have. Our employees can cover last-minute shift requests, temporary placements and short to long-term assignments.

Reward and recognition

At Sanctuary, we believe our team should be rewarded for their hard work and efforts. To support and attract skilled professionals, we offer a range of incentives for our nurses working across the country, including covered accommodation, travel allowances, higher rural pay rates and monthly recognition awards.

Robust compliance and onboarding

Compliance has and always will be a core focus for us. With the Aged Care Act 2024 coming into effect on 1 November, it has been under a renewed spotlight. Through our partnership with Zipline, you can be confident in the quality of nurses we employ. Professional, dedicated teams result in essential aged care services being delivered in the right way.

A direct support system

With our consultants and after-hours agents being contactable 24/7, our nurses and clients always have someone to answer their questions and handle any queries. This is especially important for those who are living and working in a different time zone.

Build a reliable remote workforce with Sanctuary

Partnering with a team that prioritises sustainable, strategic and ethical recruitment is important when building a workforce that meets future demand, especially in rural and remote areas where shortages are most severe.

Since 2015, Sanctuary has led the way in aged care recruitment, delivering tailored staffing solutions across the sector. Connect with our team today and discover how we can help you develop a reliable workforce, even in the most remote communities.