Business View Magazine l November 2022

196 BUSINESS VIEW MAGAZINE VOLUME 9, ISSUE 11 because, with a global shortage of health care workers, it’s important to seek the best and the brightest continuously,” he says. As part of the company’s recruiting strategy, it has partnered with local colleges and hospitals with training programs to get a pipeline of new nurses, CNAs (certified nursing assistants), and CMTs (certified medical technicians). “Hiring now is more challenging than before the pandemic,” says Carr. “We must lean into our hiring processes and reassess things like how much we pay and what benefits we’re providing.” “At the end of the day, we wanted to be the employer of choice for medical professionals. We know there are amazing ones, and we want to be whom they work for.” Corporate Culture Alongside its recruitment efforts, Ignite Medical Resorts also appreciates that retaining employees is crucial to ensuring it can continue delivering exceptional service to guests. The company is achieving this through employee-centric initiatives that are helping reduce turnover while attracting new hires. “Our culture is very employee-centered,” Carr explains. “For example, all amenities at our facilities are not just for guests, but our employees too. We also have a Superhero in Scrubs program, which rewards employees for doing the basics like showing up on time and in uniform and not having any disciplinary action.” “When they do that for a certain number of hours, they move to the next level of Superhero in Scrubs, which translates into more dollars per hour and more benefits. “With such a competitive talent market, we are committed to incentivizing our employees, whether with benefits, money, or a better work-life balance.”