Dilys Consulting

We offer Made in Ottawa Staffing Services to serve your front-line healthcare needs. We chose to focus on greater Ottawa area because of our intimate connection to the local healthcare market and talent. We understand the evolving needs of Ottawa based seniors-care organizations. Our mission is to attract highest quality candidates by creating a second-to-none experience for our staff through support mechanisms exclusive to Dilys. By getting to know you and your requirements, we match the skills of our staff to your facilities’ needs down to the finest details. You can have both high quality candidates and excellent service with Dilys.  #temporarystaffing #tempstaff #PSW #RPN #RN #Ottawa #dilysconsulting #seniorcare #seniorliving

In Canada, the aging population is no longer a distant projection—it’s our reality. Every 5 minutes, another Canadian turns 65. By 2030, 1 in 4 people will be a senior. Leaders in the senior care sector have long recognized this, with many already making significant strides to future-proof their organizations by focusing on talent. From workforce development initiatives to progressive recruitment strategies, the sector has been proactive in tackling a daunting workforce challenge. Yet the magnitude of Canada’s healthcare labour gap remains staggering. With a projected shortage of over 100,000 healthcare workers by 2031, the path forward requires more innovation than ever. Despite strides already made, new and evolving challenges—like limited immigration policies for essential healthcare roles—threaten to hinder talent acquisition when it’s needed most. As Canada’s aging population accelerates, here are five ways senior care leaders can expand their existing efforts to stay ahead: 1. Embrace Technology to Augment Care: Many organizations have already begun leveraging telemedicine and AI. Building on this, how can technology further alleviate workloads, reduce burnout, and support patient care? 2. Build a Purpose-Driven Culture: Leaders are cultivating cultures that emphasize purpose, attracting workers who value meaningful careers. Taking this further, what pathways are in place for healthcare workers to grow and feel rooted in your organization? 3. Advocate for Progressive Immigration Policies: While some have tapped global talent to fill critical gaps, ongoing advocacy for specialized immigration streams in healthcare will be key to meeting future demand. 4. Commit to Continuous Training & Upskilling: Training is an area of strength for many, yet complex care needs require continuous learning. What’s in place to keep your team’s skills advancing with the future of care? 5. Innovate with Flexible Work Models: Recognizing evolving workforce expectations, some have adopted job-sharing, flexible shifts, or hybrid models for administrative roles. How is your organization adapting its staffing models to reflect today’s workforce needs? These are the crucial questions for leaders in Canada’s senior care landscape. By advancing strategies to support and retain skilled talent, the sector will be poised to provide exceptional care in the decades to come. At Dilys Consulting , we’re proud to work alongside Canada’s LTC and Retirement organizations, helping them build resilient, future-ready teams to navigate today’s and tomorrow’s challenges in senior care. #SeniorCareLeadership #FutureOfAging #TalentStrategy #CanadaAging #LTC #SeniorsLiving #HealthcareTalent #DilysConsulting #staffing #recruitment #leadership

Direct care, frontline staff are becoming increasingly difficult to find. Organizations often prioritize filling a position over finding the right candidate. With Dilys, you can achieve both. Our priority lies in finding compassionate and committed staff, with appropriate skills and experience who want to be part of your team. We can help. Let's connect. #frontlinestaff #healthcarerecruitment #RPN #PSW #RN #dilysconsulting #seniorcare #seniorliving

Make BOLD recruitment moves without taking any chances. An organization’s success depends largely on its people. Building for the future in today’s rapidly evolving environment means making bold recruitment moves through insightful hiring decisions at all levels within an organization. We work with a sense of urgency, diligence and responsiveness, ensuring quick turnaround on screening, and referring candidates to you promptly. Proud members of #OLTCA #ORCA #BCCPA. Right now we are participating in #TiLTC2024 #executivesearch #recruitment #temporarystaffing #seniorcare #seniorliving

Person-Centred Language Award 2024 Congratulations @Lisa St-Jean and Dundurn Place Care Centre Ontario Long Term Care Association TiLTC

We’re thrilled to join the Ontario Long Term Care Association in celebrating and to make our debut at TiLTC! Looking forward to connecting with Long-Term Care leaders. Visit us at Booth 101 to learn how Dilys Consulting supports LTC organizations across Ontario and nationally with executive search, permanent recruitment, and temporary staffing solutions. #TiLTC #LongTermCare #Recruitment #Staffing #dilysconsulting

Without the tireless care and attention of healthcare aides in our community, including those in hospitals, home care, retirement homes, and long-term care facilities, we could not accomplish the important work that is needed. We sincerely appreciate your dedication and commitment to being present and supportive of your fellow humans. Thank you from the bottom of our hearts. #dilysconsulting #psw #seniorcare #seniorliving #longtermcare #hospital #homecare #retirementliving #healthcareworkers

Without the tireless care and attention of healthcare aides in our community, including those in hospitals, home care, retirement homes, and long-term care facilities, we could not accomplish the important work that is needed. We sincerely appreciate your dedication and commitment to being present and supportive of your fellow humans. Thank you from the bottom of our hearts. #dilysconsulting #psw #seniorcare #seniorliving #longtermcare #hospital #homecare #retirementliving #healthcareworkers

It's less than ONE WEEK AWAY! We are part of this amazing conference and hope to connect with you. Please come find us in the tradeshow area and enter our draw. Learn more about how we are serving your sector with recruitment in executive, frontline and temporary roles. The countdown is on. See you soon! #OLTCA #longtermcare #longtermcarerecruitment #LTC2024 #executiverecruitment #frontlinerecruitment #temporarystaffing #dilysconsulting

7 Reasons Why a New Hire May Not Work Out in Long-Term Care (LTC) & Retirement Roles Hiring for critical leadership positions in the LTC and Retirement sector—like Executive Directors (EDs), Directors of Care (DOCs), and Assistant Directors of Care (ADOCs)—comes with high stakes. These leaders are not only responsible for operational excellence but also for the well-being of residents and staff alike. However, sometimes even the most promising hires don’t work out. Based on industry research and experience, here are 7 key reasons why: Cultural Misalignment: LTC and Retirement communities thrive on collaboration and shared values. A mismatch in culture—whether with residents, staff, or the broader organizational ethos—can lead to disengagement and poor performance. Inadequate Leadership Skills: Leadership in LTC requires a specific skill set that blends clinical oversight, team management, and empathy. Candidates who excel in clinical areas but lack leadership or communication skills may struggle to lead effectively. Unrealistic Job Expectations: If the role isn’t clearly defined during the hiring process, new leaders may be caught off-guard by the complexity and scope of their responsibilities, leading to frustration and disengagement. Lack of Sector-Specific Experience: Experience in healthcare is essential, but without specific knowledge of LTC or Retirement communities, even skilled healthcare leaders may face a steep learning curve. Understanding the unique regulatory requirements and operational challenges of the sector is critical for success. Burnout or Stress: LTC leaders often deal with emotionally taxing situations and high-stress environments. If a new hire isn’t mentally prepared for the intensity of the job or lacks proper support, burnout can quickly lead to early departures. Poor Onboarding or Integration: Even the best candidates can falter without a structured onboarding process. Proper introduction to team dynamics, resident care standards, and organizational processes is crucial for long-term success. Lack of Support or Mentorship: Leadership roles in LTC can feel isolating, especially if a new hire doesn’t have access to peer support or mentors. Continuous support helps new leaders grow, adapt, and overcome challenges. Takeaway: If these issues sound familiar, it may be time to review your hiring and onboarding processes. Are you clearly defining job expectations? Are your new leaders receiving adequate support and mentorship? Assess your current strategies to see if you’re mitigating these common pitfalls. A strong recruitment process is essential for retaining top talent and ensuring long-term success in your LTC or Retirement community. By identifying areas for improvement, you can make sure your organization is set up to attract, integrate, and retain the right people in the right roles. #DilysConsulting #Staffing #LTC #RetirementHomes #ExecutiveSearch #TalentRetention #OrganizationalSuccess #OnboardingSuccess