Our Process
1. Pre-Search - Before we start to identify candidates for your open position, we want to learn about your company and its needs. Company culture is every bit as important for us to understand as the responsibilities of the role in order to find a proper "fit."
2. Research - Our searches target three categories of candidates. (Candidates working for competitors in your local labor market, Candidates in our networking database that we believe to be a strong fit, and Candidates working for a target set of companies on a nationwide basis when relocation is provided.)
3. Conduct Search - We contact passive candidates directly to identify the 80% of talent that is not actively seeking employment. Studies have shown these are often the best candidates as they are valued employees at their companies, but will consider the right opportunity if presented. Our screening process includes technical and behavioral interviews as well as an analysis of motivational fit.
4. Candidate Presentation - By the time a candidate is presented to you for consideration, we believe the candidate has all the qualifications needed to be successful and background checks have verified a track record of successful performance. Candidates are presented with a profile that summarizes our research.
5. Company Interviews - We guide you in setting up effective company interviews to evaluate the candidate and make a consensus decision about moving forward in the process.
6. Debrief - After each interview, we debrief the candidate to assess their commitment level and solicit feedback.
7. Decision/Offer Process - We help you reach the right hiring decision and put together an offer that will meet candidate and company requirements. Once an offer is presented, we act as a negotiator on your behalf to secure an acceptance and establish a start date.
8. Transition Assistance - We coach the candidate through the resignation process to ensure a smooth end to their current employment and prevent any counter offer from being effective. We will coordinate relocation when necessary.
9. Maintain Relationships - We keep in contact with both the candidate and client during the first year of employment to make sure the new employee is properly assimilated into the new role and is meeting performance expectationKey senior living roles like Executive Director, Sales Director, Director of Nursing or Regional Operations positions need to be filled quickly with the best candidate. Otherwise, serious consequences may result in the form of lost revenue, resident dissatisfaction and/or lower employee morale.
We at Senior Living Recruiters are so confident in our ability to find successful candidates that we offer an industry leading replacement guarantee. If the candidate we place with your organization leaves for voluntary or involuntary reasons, a new search will be completed for a replacement at no fee.
Contingent Search - In contingent search, we only get paid if a successful placement is made. We assume the risk of spending time and effort to fill your key role. As a result, we only take on contingent assignments for that we feel confident we can complete well. The fee is based on a percentage of annual salary.
Contract Search - In contract search, we are paid an hourly rate for the time we spend working to fill your key role. We are able to customize our work to provide just the services you require. Contract search allows the company to control their expense, but does not gurantee a placement will be made.
Exclusive Retained Search - In exclusive retained search, our assignment to fill a position is exclusive. This approach allows us to dedicate the maximum resources to your placement. We work with you until the position is filled and are paid as your exclusive search partner. The fee is based on a percentage of annual salary.
1. Pre-Search - Before we start to identify candidates for your open position, we want to learn about your company and its needs. Company culture is every bit as important for us to understand as the responsibilities of the role in order to find a proper "fit."
2. Research - Our searches target three categories of candidates. (Candidates working for competitors in your local labor market, Candidates in our networking database that we believe to be a strong fit, and Candidates working for a target set of companies on a nationwide basis when relocation is provided.)
3. Conduct Search - We contact passive candidates directly to identify the 80% of talent that is not actively seeking employment. Studies have shown these are often the best candidates as they are valued employees at their companies, but will consider the right opportunity if presented. Our screening process includes technical and behavioral interviews as well as an analysis of motivational fit.
4. Candidate Presentation - By the time a candidate is presented to you for consideration, we believe the candidate has all the qualifications needed to be successful and background checks have verified a track record of successful performance. Candidates are presented with a profile that summarizes our research.
5. Company Interviews - We guide you in setting up effective company interviews to evaluate the candidate and make a consensus decision about moving forward in the process.
6. Debrief - After each interview, we debrief the candidate to assess their commitment level and solicit feedback.
7. Decision/Offer Process - We help you reach the right hiring decision and put together an offer that will meet candidate and company requirements. Once an offer is presented, we act as a negotiator on your behalf to secure an acceptance and establish a start date.
8. Transition Assistance - We coach the candidate through the resignation process to ensure a smooth end to their current employment and prevent any counter offer from being effective. We will coordinate relocation when necessary.
9. Maintain Relationships - We keep in contact with both the candidate and client during the first year of employment to make sure the new employee is properly assimilated into the new role and is meeting performance expectationKey senior living roles like Executive Director, Sales Director, Director of Nursing or Regional Operations positions need to be filled quickly with the best candidate. Otherwise, serious consequences may result in the form of lost revenue, resident dissatisfaction and/or lower employee morale.
We at Senior Living Recruiters are so confident in our ability to find successful candidates that we offer an industry leading replacement guarantee. If the candidate we place with your organization leaves for voluntary or involuntary reasons, a new search will be completed for a replacement at no fee.
Contingent Search - In contingent search, we only get paid if a successful placement is made. We assume the risk of spending time and effort to fill your key role. As a result, we only take on contingent assignments for that we feel confident we can complete well. The fee is based on a percentage of annual salary.
Contract Search - In contract search, we are paid an hourly rate for the time we spend working to fill your key role. We are able to customize our work to provide just the services you require. Contract search allows the company to control their expense, but does not gurantee a placement will be made.
Exclusive Retained Search - In exclusive retained search, our assignment to fill a position is exclusive. This approach allows us to dedicate the maximum resources to your placement. We work with you until the position is filled and are paid as your exclusive search partner. The fee is based on a percentage of annual salary.
