Navigating IDD Recruiting

Recruiting in the Intellectual and Developmental Disabilities (IDD) sector presents unique challenges that demand specialized approaches and a deep understanding of the industry. As the demand for qualified professionals in this field grows, organizations face increasing pressure to find, attract, and retain top talent. In this article, we will explore the top industry challenges and trends in IDD recruiting and discuss how Skywalk Group has successfully navigated these obstacles, partnering with our clients to deliver exceptional results. 

Industry Challenges in IDD Recruiting  

1. High Turnover Positions, Especially DSP Roles Direct Support Professionals (DSPs) are at the heart of IDD care, providing essential support to individuals with intellectual and developmental disabilities. However, these roles are often characterized by high turnover rates due to the demanding nature of the job, often paired with lower compensation. The constant need to fill DSP positions can strain recruiting resources and disrupt the continuity of care for clients. 

2. Recruiting for Skilled Positions Some IDD clients have complex medical needs, requiring specialized care from licensed nursing professionals such as CNAs, LPNs, and RNs. Recruiting for these positions adds another layer of complexity, as the candidate pool is even more limited, and the need for highly qualified individuals becomes critical. 

3. No Time for Passive Recruiting The urgency in filling IDD roles often leaves no room for passive recruiting strategies. Organizations need to actively source candidates and move quickly through the hiring process to prevent gaps in care. This high-pressure environment demands a recruitment partner that can deliver results swiftly and efficiently. 

4. Competing for Top Talent The IDD industry competes with other healthcare and social services sectors for top talent. Candidates with the necessary skills and experience are in high demand, making it challenging to attract and retain the best professionals. This competition is exacerbated by factors such as salary expectations and the overall appeal of the roles. 

5. Increasing Costs of Agency Support As the demand for IDD professionals increases, so do the costs associated with using staffing agencies. Organizations may find themselves relying on agency support to fill critical positions, but this can quickly become financially unsustainable. Finding a more cost-effective and reliable recruitment solution is essential for long-term success. 

6. Regulatory and Compliance Requirements The IDD sector is heavily regulated, with strict compliance standards that must be met by both employers and employees. Recruiting professionals who are not only qualified but also familiar with these regulations can be a daunting task. This challenge is further compounded by the need for continuous training and certification updates. 

7. Diversity and Inclusion Ensuring diversity and inclusion in the IDD workforce is essential, but it presents its own set of challenges. Organizations must strive to build a workforce that reflects the diverse populations they serve while also addressing any biases in the recruitment process. 

8. Evolving Job Roles As the IDD industry evolves, so do the job roles within it. New technologies, therapeutic approaches, and care models are emerging, requiring professionals to adapt and upskill. This shift can make it challenging to find candidates who not only meet current requirements but are also adaptable to future changes. 

Looking Ahead at IDD 

Over the next decade, the demand for qualified professionals in the Intellectual and Developmental Disabilities (IDD) sector is expected to rise significantly. This increase is driven by multiple factors, including the aging population of caregivers and the growing recognition of the need for specialized services to support individuals with IDD. According to the U.S. Bureau of Labor Statistics, employment in healthcare and social assistance is projected to grow by 13% from 2021 to 2031, much faster than the average for all occupations. This growth will be particularly pronounced in the IDD sector, where the demand for Direct Support Professionals (DSPs), therapists, and specialized educators is anticipated to surge due to both the increasing prevalence of developmental disabilities and the ongoing push for more inclusive community-based services. With an estimated 1 in 6 children in the U.S. diagnosed with a developmental disability, the sector will need to expand its workforce to meet the growing needs, underscoring the critical importance of recruiting and retaining skilled professionals in this field. 

How Skywalk Group Conquers IDD Recruiting Challenges 

At Skywalk Group, we understand the unique challenges and complexities of IDD recruiting. Our approach is tailored to meet the specific needs of our clients, ensuring that we deliver the best possible outcomes. 

1. Proactive and Agile Recruiting We understand the urgency in filling IDD roles and employ proactive recruiting strategies, such as passive recruiting and nurturing pipelines with force multipliers like text blasts and email campaigns. This approach allows us to quickly source and engage candidates, ensuring critical positions are filled without delay. 

2. Specialized Expertise in DSP and Nursing Roles Our deep understanding of DSP roles and the qualifications needed for medically fragile clients enables us to effectively recruit for these high-demand positions. We identify professions that transition well into DSP roles, ensuring candidates are well-prepared and motivated for success. 

3. Streamlined Processes with Technology Utilizing tools like auto booking links, we streamline the interview scheduling process, reducing delays and enhancing the candidate experience. This efficiency ensures that top talent is secured swiftly. 

4. Cost-Effective Recruitment Solutions By building strong, direct talent pipelines, we help our clients reduce their reliance on costly staffing agencies. Our proven and repeatable recruitment processes, which are effective across different states, offer a financially sustainable solution for maintaining a high standard of care. 

5. Regulatory Compliance and Inclusion Skywalk Group’s expertise in regulatory requirements ensures that all candidates are fully compliant with industry standards. Additionally, our commitment to diversity and inclusion helps our clients build a workforce that reflects the diverse communities they serve. 

Partnering with Skywalk Group for Success 

Navigating the challenges of IDD recruiting requires a partner who understands the intricacies of the industry. Skywalk Group is that partner. Our proven track record, specialized expertise, and commitment to our clients make us the ideal choice for organizations looking to build a strong, capable, and compassionate workforce. 

If you’re facing challenges in IDD recruiting, or if you’re simply looking for a recruitment partner who can deliver results, Skywalk Group is here to help. Check out our success story for an IDD residential group home. Contact us today to learn more about how we can work together to achieve your goals. 

By: Jill Gerken