How to recruit top talent 9-24-2015

Brought to you by:
Moore Diversified Services
Presented by:
Roy Barker
Presentation Date and Time:
September 24th, 2015
1:00pm – 1:30pm CST
Contact Information:
Roy Barker
roybarker@m-d-s.com
(817) 925-8374
How to Recruit Top Talent
Into Your Community

Thanks For Joining Us
Slightly Different Format
▪ 30 Minutes
▪ If no time for questions you may email me directly at roybarker@m-d-s.com
▪ Please take a moment to complete the two-question survey at end of
presentation
Today’s Outline
▪ What is Moore Diversified Services
▪ Who is Roy Barker
▪ Shift in Focus
▪ Top Talent Recruitments Tips
Generating PR for your Community– October 22th, 2015 1:00pm – 1:30pm CDT
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM

Moore Diversified Services
▪ National Full Service Boutique Consulting Firm
▪ Specializing In Senior Living and Healthcare both For Profit and Not-For-Profit
▪ 40+ Years of Experience
▪ Services Offered:
▪ SWOT Analysis and Strategic Planning
▪ Operational Analysis/Benchmarking
▪ Marketing Analysis, Mystery Shopping, and Tactical Planning
▪ Employee Turnover Analysis and Retention Strategies
▪ Investment/Financing Advisory Services
▪ Lender Due Diligence
▪ Market/Financial Feasible Studies and Proformas
▪ Key Metric Monitoring
▪ “Shared Executive” Retainer Agreements

Roy Barker, Director-Special Projects
Over 15 years in the industry with MDS
Education
▪ BBA – Finance
▪ MS Gerontology – Long Term Care, Housing, and Services for the Aging
▪ Pursuing MS – Marketing and MS – Industrial and Organizational Psychology
Service
▪ Dallas Area Agency on Aging Advisory Board
▪ Former Volunteer Long Term Care Ombudsman State of Texas
▪ Member Senior Living Round Table – Dallas and Boston
Specialties
▪ Operations
▪ Marketing
▪ Employee Retention
▪ Training/Coaching

Good Recruiting
=
Marketing for Talent

Why Proactive Recruiting Is Important
 Reducing high cost employee turnover
 Create awesome company culture
 Increased resident satisfaction
 Maintain/Increase occupancy
 Attracting new residents
 Reducing resident turnover
 Having many applicants for a given position, doesn’t mean
you’ve seen the best of the talent market

Reactive Recruiting
Will Result In:
 Positions in company can be filled by job hoppers
 Increased employee turnover
 Decreased resident satisfaction
 Drain on company culture
 Decreased occupancy
 Competition for talent will only get worse

 Make sure job requirements are up to date
 Talk to frontline managers to make sure job duties have changed
 Seek input from workers at the department
 Develop a feedback system to improve future hiring
 Narrow down candidate pool
 Hire those that will add value
Define Criteria Upfront

Avoid the Internet Trap
 Relate to your resident marketing department
 Can they just post a room available and get the right person
to walk in?
 Internet postings alone will not produce desired results
 Pool is too wide
 Take days to sift through applicants
 Focus on developing relationships
 Promote yourself and your company
 Be an employer of choice, not a last resort

Take Proactive
Measures
 Labor market is tightening, it takes on average 50 days to fill a position
 Recruit constantly, have 1 to 2 “ready now” recruits
 If you like them, tell them- Don’t leave them hanging even if they’re not right for
the position, it’s better to be honest.
 Devote more time to the recruiting process, result will be better candidates
 Like being a good runner or weightlifter, in hiring we have to build the muscle in
advance of needing it

 Attitude should be at top of list
“[…] about 15 percent of one's financial success is due to one's technical knowledge and
about 85 percent is due to skill in human engineering - to personality and the ability to lead
people” -Dale Carnegie backed up by a Harvard Study
 Don’t be fooled by what candidates tell you
 Get out from behind the desk
 Go to a neutral spot and talk
 Look up on social media
 Call references
 Even though they can’t say much, get them talking
Develop Methods to
Get to the Heart of
Prospects

 ”We” versus “me” attitude and team player; ask questions about family friends
and peers to elicit this information
 Make sure they are culturally compatible and are empathetic, compassionate,
caring, as well as giving of their mind and heart
 Ask a few business questions to see how they handle situations and
opportunities
 See if they lean toward analysis or instincts
 What do they read, watch, listen to, what do they light up talking about? Arts,
kids, family, etc.
 Someone who is comfortable digging into getting their hands dirty
 Look for passion, vision, drive, integrity, credibility, self-awareness, and
eagerness
Tips on How to Identify Top Talent

 Invest more than an hour to build a relationship
 Talent, drive, expertise, and passion from the candidate
 Independent thinker and strong leader
 Position Match - If you’re hiring for marketing, but the candidate is also interested in
sales position, they’re not the right match
 Ask direct questions- What do you think of the company? Why hire you? What makes
you different?
 If they can’t handle the tough questions, they can’t handle tough situations
 Involve others before deciding to hire, a few hours to tag along
 Each hire impacts the team greatly, so take time to pick the right one
 Go with your gut but be open to suggestions from teammates
Separating Top Performers From
Those With Great Interview Skills

 Women
 Work/life balance
 Prime location
 Men
 Career progression
 Financial stable company
Needs and Wants of Candidates

 Not on the clock to make a hire
 More time to invest in getting to know candidate
 Follow on social media to get real message
 Treat candidates well, keep them informed responding to calls and
email
Recruiting Instead
of Posting

 High schools
 College programs
 Specialty training program
 Nursing
 CNA
 Chef
 Music Programs
 Job fair- Either yours or participate in one
 Develop referral sources
Must Get Out of the Office

Must Be Social
 Facebook
 LinkedIn
 Google+
 Don’t just broadcast, interact
 Build your brand
 Use newsletters to engage
 Direct email/mail
 Employee referrals
 Get out of the office

Think Outside the Box
In addition to recruiting, you have to develop great programs for employees
Someone who thinks a little different can help a business see problems , opportunities, and
can inspire creativity.
 Onboarding
 Orientation
 Specific job and company training
 Training both new and existing
employees
 Opportunities to advance
 Mentoring programs
 Challenge employees
 Praise and reward employees
 Really get to know your employees

Make referral cards to hand out at:
 Restaurants
 Schools
 Friends/Neighbors
 Kids/Friends
 Church
Always Be Recruiting

 Naturally - great employees
 Volunteers
 Prospective residents
 Referral sources
 New friends/acquaintances
Side Effects of
Proactive Recruiting

Join me for our next webinar
Generating PR for Your Community
October 22, 2015 1:00pm to 1:30pm Central Time

Questions or Comments?
If you have questions or comments,
feel free to email or call Roy Barker at:
roybarker@m-d-s.com
or
(817) 925-8374
Also, please complete the two-question survey
following presentation. Thank you!

How to recruit top talent 9-24-2015

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