If you are an owner or a director of a skilled nursing operation, you feel responsible for the lives of the people who work for you and you hope that the market is going to pick up at some point in the next year.
Maybe an “extra” sales person would help your business grow. Maybe you do not even have the right sales people and need someone to help increase census.
Situations similar to the one above are occurring all over the country. Most of the skilled nursing business leaders I meet still have interest in growing their businesses and increasing their profitability, which typically increases a demand for hiring (whether to add new heads or top-grade current employees), but attempting to be mindful of running your business; when is the right time to hire?
Hiring is the byproduct of strong recruiting activity and recruiting, believe it or not, is strategic and has a disciplined methodology. Skilled Nursing Recruiting is something that organizations could be doing on a regular basis, but why would businesses actively recruit in a down market?
Skilled nursing recruiting can help with a strategic “top-grade” of talent in a down market and it can proactively connect you with pools of talent, so when the market picks up, your company’s time to recruit and hire is dramatically reduced. It is natural for a leader to question, so it’s normal that the questions of; is the “investment” in new people worth the risk? Can your business afford to hire? Is the market positively turning in within 6, 12 or 18 months? No one has the perfect answer for these questions, so now is the time to lead, fearlessly.
For more than 20 years Premier Search, Inc. has beeen helping companies design the “processes” for how to find, screen, interview and hire the right talent for their organizations. Our nation’s “rebound” from the economic disaster of 2008 & 2009 may not happen for another 6-12 months and when it does, we’ll still feel “different” than the glory days we experienced in the late 90’s and early 2000’s, but that shouldn’t prevent skilled nursing business leaders from making a brave decision; paying close attention to the power of having the right people on their teams, regardless of economic times.
Skilled nursing operators want guidance and information about knowing how and when they should hire, so when I say “recruit” proactively, these leaders typically say, “I’m not ready to hire” to which I respond with; “recruiting is the process of attracting talent into your business radar, hiring happens AFTER you recruit.”. Yes… you can recruit without having to hire!
If your skilled nursing business is contemplating hiring; talk to a long term care recruiter and work together to design a plan that affords your organization the people who will help your company grow. Ironically, in a down turn, it can be one of the most strategic times to explore building an “engine” that can help you recruit the quality and the volume that is specific to your company. Don’t wait until the market picks up and you “need” the hire, because by then, it may actually cost you more than you could have imagined.