How McArthur Ensures Cultural Fit in Aged Care Placements

In the aged care sector, the notion of cultural fit is far more than a buzzword. It is a critical determinant of care quality, staff retention, and overall workplace harmony. At McArthur, we understand that matching a candidate’s qualifications to a role is just one part of the recruitment equation. True success lies in aligning the individual’s values, attitudes, and behaviours with the unique ethos of your organisation and the expectations of the residents in your care.

Why Cultural Fit Matters in Aged Care

Aged care providers operate in highly complex, sensitive environments where compassion, patience and trust are essential. According to the Australian Institute of Health and Welfare, more than 183,000 older Australians were using residential aged care services in 2023. That number is expected to rise steadily as our population continues to age.

With increased demand comes greater scrutiny on service quality. Much of that quality hinges on the consistency and cohesion of care teams. Findings from the Royal Commission into Aged Care Quality and Safety highlight that poor staff-resident interactions often stem from mismatched values or communication styles, not just skills gaps. Aged care homes with strong team cohesion and aligned values consistently score higher in resident satisfaction and care outcomes.

Beyond the Résumé: McArthur’s Approach to Cultural Alignment

At McArthur, we don’t just fill positions. We build teams that work.

Our aged care recruitment specialists have deep, sector-specific experience, many with backgrounds in nursing, community care or health services. This insider knowledge enables us to recognise not only what a role demands, but what your team and your residents need in a successful hire.

Here’s how we ensure cultural fit in every placement.

Understanding Your Culture First

Every successful placement begins with a detailed understanding of your organisation. We invest time in learning about your values, care philosophies, team dynamics, leadership styles and resident demographics. We ask the right questions.

• Do you have a faith-based or culturally specific care model?
• Is your team fast-paced and clinical, or more relationship-centred and homely?
• What personality traits thrive in your environment?

This foundation allows us to build a tailored candidate profile that goes well beyond job description checklists.

Behavioural and Values-Based Screening

Our recruitment process incorporates values-based interviews, behavioural assessments and scenario testing. We evaluate candidates not only on their technical skills and qualifications, but also on emotional intelligence, interpersonal style and ethical decision-making. These are the qualities that matter most in aged care.

For example, when recruiting for dementia care settings, we prioritise candidates who show empathy, adaptability and strong non-verbal communication skills. These aren’t always visible on paper but become evident through structured behavioural interviewing and client feedback loops.

Cultural Awareness and Diversity Matching

McArthur is committed to fostering inclusive care. We recognise the growing diversity of aged care residents and the importance of cultural understanding. Whether your facility supports a high number of Aboriginal and Torres Strait Islander residents, or you cater to multicultural communities, we work to source staff who are culturally aware and, where possible, linguistically aligned.

Ongoing Feedback and Improvement Planning

Our commitment to cultural fit does not end once a placement is made. We believe that ongoing engagement with both the client and the candidate is essential to ensuring long-term success.

After every placement, our consultants conduct structured follow-up conversations with hiring managers, team leaders and care staff to assess how well the candidate is integrating with the team, residents and the overall workplace culture. Just as importantly, we check in with the candidate to gather insights about their onboarding experience, team interactions and any early challenges.

This dual-feedback process helps us identify early wins and potential gaps in alignment. Where needed, we work with both parties to implement tailored improvement plans, whether that involves additional training, clearer role expectations or enhanced support during the transition period.

By actively managing the post-placement experience, we not only reduce the risk of early turnover, but also help our clients build more resilient, high-performing care teams over time.

The Measurable Impact

A strong cultural fit leads to:

• Lower staff turnover. Aged care staff turnover in Australia sits around 25% annually, according to the StewartBrown Aged Care Financial Performance Survey. Our clients typically experience significantly lower turnover when cultural alignment is prioritised.
• Improved resident satisfaction. Teams who share values and communication styles create more consistent, person-centred care environments.
• Greater workforce resilience. Aligned teams collaborate better, manage stress more effectively and are more likely to stay during sector challenges.

Partnering With McArthur Aged Care

In a sector as personal and values-driven as aged care, cultural alignment is not a nice-to-have. It is a necessity. As one of Australia’s most trusted aged care recruitment specialists, McArthur is proud to help providers across metro and regional areas build teams that are not only capable, but genuinely connected to their mission.

If you are looking to strengthen your aged care workforce with candidates who truly fit, not just on paper but in spirit, connect with our aged care team today.