Hiring a strong Nursing Home Administrator (NHA) is one of the most important decisions any Skilled Nursing or Senior Living facility can make. The right leader stabilizes the building, improves survey outcomes, and strengthens staffing. The wrong hire can create months of operational setbacks.
Yet many facilities unknowingly follow a process that works against them. Here are the most common mistakes—and how to avoid them.
1. Moving Too Slowly in a Competitive Market
The biggest hiring mistake is also the most common: a slow hiring process.
Top NHAs are off the market in 5–10 days, often receiving multiple offers quickly.
Facilities that take:
- A week to schedule interviews
- Another week to complete references
- More time for “one more interview”
…almost always lose the strongest candidates.
How to fix it
- Interview within 48–72 hours
- Streamline the process to 2–3 steps max
- Communicate clearly and consistently throughout
Speed wins the leader you actually want.
2. Relying on Job Boards Alone
Most high-performing NHAs are already employed and not checking Indeed, ZipRecruiter, or internal postings.
Job boards bring:
- Active job seekers
- Burnout cases
- Candidates with unstable work histories
- People who are unable to sustain a census or survey plan
How to fix it
You must reach passive candidates—top performers who aren’t applying anywhere.
This requires:
- Targeted outreach
- Relationship-building
- Confidential conversations
- A recruiter who specializes in healthcare leadership
The best NHAs don’t apply—they respond to direct approaches.
3. Not Being Transparent About the Building
Candidates now ask detailed questions before committing to interviews:
- “How is the staffing?”
- “Any open tags?”
- “Is census trending up or down?”
- “Is the DON stable?”
- “Do you have corporate support?”
Facilities that hide issues or oversell the role lose trust immediately.
How to fix it
Be honest about:
- Acuity
- Survey history
- Staffing model
- Leadership team dynamics
Transparency attracts leaders who can actually fix problems.
4. Underestimating Leadership Style and Culture Fit
Many facilities hire purely based on:
- Résumé
- Licensure
- Past titles
But the real success predictor is leadership style.
NHAs succeed when they:
- Build trust quickly
- Hold teams accountable
- Partner effectively with clinical leaders
- Communicate clearly with families
- Understand financial and regulatory expectations
How to fix it
Ask behavioral questions:
- “Describe a time you turned around a building.”
- “How do you handle conflict with your DON?”
- “What does accountability look like in your building?”
Hiring for leadership—not just experience—creates long-term stability.
5. Delaying Competitive Offers
Facilities often wait for:
- One more candidate
- One more internal approval
- One more reference
- One more “quick second interview”
While they wait, the candidate accepts another offer.
How to fix it
If you find the right NHA:
- Present a strong offer quickly
- Set a start date
- Secure commitment
- Keep communication going until onboarding
Delaying a great candidate in today’s market is a guaranteed loss.
Bottom Line
Hiring a Nursing Home Administrator requires precision, speed, and a real understanding of the candidate landscape. Facilities that avoid these five mistakes consistently attract stronger leaders—and reduce turnover long-term.
Ready to hire a strong Nursing Home Administrator?
Premier Search delivers proven NHA leaders who stabilize buildings, improve surveys, and strengthen operations.
👉 Call 310-247-8900 or email bernie@premiersearch.com to discuss your hiring needs.