How To Find an Interim Director of Nursing

When you need a Director of Nursing (DON) at your senior living facility, you need one fast. A DON not only maintains the quality of patient care but also keeps your facility compliant. You could risk breaking state and federal regulations if you don’t replace your DON immediately after an unexpected vacancy. However, you don’t want to rush into hiring a DON, either. The answer to this complicated dilemma? Hire an interim DON. An Interim Director of Nursing at a skilled nursing facility (SNF)  can step in quickly to keep your senior living facility compliant and operational so you can take your time hiring a more permanent hire. In this guide, we’ll discuss how exactly you can hire an interim DON and where you can get started. 

What Is an Interim Director of Nursing?

Just like a permanent Director of Nursing, an interim director manages the nursing staff, maintains patient care, and keeps the standard of meeting healthcare regulations. They also manage budgets, implement policies, and foster a positive working environment. The main difference between an interim and a permanent DON is that an Interim Director of Nursing at a healthcare facility has the following responsibilities:

• Short-term objectives: Instead of focusing on long-term plans, interim DONs mainly handle immediate, short-term challenges while the facility hires a permanent DON. While they may offer long-term suggestions to the permanent DON, they are not required to implement them themselves.
• Rapid onboarding: Interim DONs typically start within one to two days after the initial recruitment process and have the leadership skills to quickly adapt to the facility’s systems, staff, and culture.
• Transition management: Interim DONs help the senior living facility transition to the next permanent hire to avoid disruptions. 

With an Interim DON (IDON), you can worry less about their working responsibilities and focus on recruiting a permanent DON.

When to Hire an Interim Director of Nursing

Hiring an Interim DON can be particularly beneficial if you find your facility in any of the following circumstances:

• Unexpected vacancy: If a permanent Director of Nursing resigns or you terminate their employment without notice, you will need a DON to step in quickly to keep your facility compliant and operational.
• Extended leave of absence: If a permanent DON is planning on being gone for personal leave, medical leave, FMLA leave, or family obligations, you will still need a replacement to keep your facility running.
• Transition periods: If your facility is undergoing organizational restructuring, such as mergers or acquisitions, an interim DON can manage the facility and keep staff morale high during a stressful time.
• Recruitment challenges: Even if a permanent DON has given a respectful amount of time before they plan on quitting, it can take time to find a replacement. Hiring an interim can give you the buffer to focus on hiring instead of feeling rushed to hire after the permanent DON’s departure.
• Special projects: If your facility launches a new training program or handles a crisis, an Interim DON can keep it functioning while the permanent DON focuses on other priorities. 

Ultimately, an interim hire can be a great choice when you need extra support as a facility.

The Process of Finding an Interim Director of Nursing

The process of finding an interim Director of Nursing at a nursing home involves the following steps:

Step 1: Assess Your Facility’s Needs

Before you hire an interim DON, look at your facility and highlight what you’d like your interim to handle in the short term and what long-term challenges you’d like them to help transition to the next permanent DON. Short-term challenges may include staffing shortages, compliance issues, or audit preparation. 

When outlining these priorities, establish clear timeframes and goals. This will help you give a better idea of what you expect from them during the interim DON interview. Finally, consider your budget to see how long you can keep an IDON in place.

By making this kind of plan before hiring, you can make the hiring process even faster so an interim can step in with minimal mishaps.

Step 2: Contact MedBest

When hiring an Interim Director of Nursing at a senior living facility, it’s best to have a trustworthy team on your side to find a qualified candidate as soon as possible. MedBest is that team. With our network of interim candidates, you’ll have access to the most qualified DONs with years of experience in interim roles, helping your facility stay afloat and even soar during challenging times. 

MedBest also assists during the hiring process by creating job descriptions, conducting interviews, and transitioning candidates to make the recruitment process efficient and successful. With our help, you’ll receive Interim options within one to two business days. From there, you’ll decide on which candidate suits your facility best based on your opinion, and start the transition. This speedy timeframe ensures that your facility stays compliant and you face little to no growing pains between DONs. 

Step 3: Create a Job Description

Job descriptions may seem small, but they are a big deal in healthcare. According to a 2024 LinkedIn Survey, half of the respondents cited job descriptions as an influential factor in whether they apply for a position. The same logic applies to interim positions. 

An eye-catching job description for an Interim DON position at a skilled nursing facility should share the following qualities: 

• Outlines key responsibilities of the interim DON positions.
• Highlights specific challenges or objectives.
• States the timeframe and scope of the position.
• Describes your facility’s culture and environment.

These details will help potential candidates understand the position more and whether they may qualify. 

Step 4: Screen and Evaluate Candidates

Once you have a list of candidates by publishing the job description on a job advertisement or contacting a recruitment firm like MedBest, you can evaluate the candidates’ resumes and professional backgrounds. While looking, ensure the candidate has a proven track record of working as an interim DON in similar situations. For example, if your facility is restructuring, an interim DON with experience working at facilities during a transitional period will know how to handle the situation. 

Finally, but most importantly, check to see if they have the licenses and certifications required in your state, such as an active Registered Nurse (RN) license. You can also look for candidates with a Compact License. With this license, they’re capable of working in multiple states, so they can get started faster at your out-of-state facility instead of wasting time on retaking a licensure exam. 

Step 5: Interview Candidates

The interview is the perfect opportunity to meet with interim candidates face-to-face. This situation enables you to gauge whether your candidate has the soft skills and leadership skills to fit in with the facility’s culture and evaluate how they might handle high-stress situations. During the interview, create and complete the following checklist:

• Send compliance survey and assessment: Every IDON you interview should have a complete understanding of compliance. By sending out a survey to evaluate their knowledge of it beforehand, you can spend more time during the actual interview evaluating if the IDOM would be a good fit for your facility. 
• Draft interview questions: These questions should evaluate the candidate’s leadership skills, adaptability, goals, and how they plan to build rapport with the facility’s staff. While you may plan to ask these questions, expect to ask follow-up questions to understand the candidate further.
• Plan out the interview’s structure: A natural interview should feel comfortable yet professional, but it’s still essential to map out how you’d like the interview to “flow.” Each interview should include introducing yourself and your hiring team, asking questions of the candidate, and encouraging the candidate to ask their own questions.
• Conduct phone or video interviews: It may be helpful to conduct a preliminary phone or video interview to narrow down your candidate pool before deciding who you’d like to interview in person.
• Complete interview: During the interview, remember to ask follow-up questions and be prepared to answer any questions regarding your facility’s culture, the responsibilities involved, and the benefits they may expect in the role.
• Fill out the interview evaluation form and decide: Immediately after the interview, complete a form with your team to record your initial thoughts and impressions of the candidate. Then, you can rank the candidates and decide who to hire. 

Keep in mind that this process is fast-moving. You want your candidate to start as soon as possible but must also evaluate the candidate carefully to ensure a good fit. MedBest can help you do just that!

Step 6: Transition Your Interim DON

Once you hire the interim candidate and they start work within one to two days, you should set them and the subsequent permanent hire up for success. While you may not need to be as thorough in your onboarding with an interim as a permanent DON, you still need to do the following:

• Offer clear instructions for key tasks and their training schedule.
• Assign a mentor or coach as they adjust to the role.
• Gather feedback and adjust as they become more comfortable in the role.

In addition, you may want to keep the transition of your permanent DON in mind during the tenure of your interim. You may want to team up with them to document any initiatives or changes they make during their time and jot down any suggestions they may have for the permanent DON regarding long-term goals following a transition. This ensures you can avoid any mishaps or periods of miscommunication after the interim DON leaves. 

Key Qualifications to Look for in an Interim DON

During the candidate hiring process, it’s essential to look for the following qualities:

• Clinical experience: Look for candidates with extensive hands-on experience in patient care, particularly in senior living centers. Clinical expertise ensures they can effectively address patient needs and support nursing staff.
• Leadership and team management: Candidates should have experience managing nursing teams, resolving conflicts, and fostering a positive work environment. Strong leadership helps maintain stability and morale during transitions.
• Regulatory knowledge: Ensure candidates thoroughly understand state and federal healthcare regulations, accreditation standards, and audit processes. Their ability to maintain compliance is crucial for avoiding fines and ensuring quality care.
• Soft skills: Effective communication, empathy, and adaptability are essential for building trust with staff and navigating challenges. These interpersonal skills help the interim DON integrate quickly and support the team through changes.

Each candidate will have unique qualities and experiences, but you should prioritize the aforementioned qualifications more than anything else before you choose.

The Benefits of Using MedBest When Recruiting Interim DONs

As you can probably tell from the steps outlined above, hiring a good Interim DON involves plenty of forethought. This can be difficult if you don’t have the resources or team members to find the right candidate. However, by teaming up with MedBest, you can enjoy the following benefits, making hiring a breeze. 

Efficient 

MedBest has immediate access to a vast network of interim candidates. With this access, MedBest will highlight candidates who might be a good fit for the role and assist in recruiting, interviewing, and transitioning — all within one to two days of initial contact. This is paramount if you need a DON to take up the role immediately so you can focus on making a thoughtful decision about the permanent DON.

Avoid Operational Disruptions

Without a DON, operational disruptions, such as regulatory lapses, declining patient care, and discontented staff members, may quickly arise. By working with MedBest, you can have an interim DON step in to avoid these issues. 

Improve Organizational Processes

Often, the best thing you need as a senior living facility is to have someone come in with a fresh perspective to help you identify areas where you can improve. An interim DON can do just that. With MedBest’s pool of qualified candidates, we offer only the most experienced DONs with years of experience implementing new processes and seeing what works best. By hiring this kind of DON, you can help your facility stay afloat during a transition and improve your facility even after they leave. 

Long-Term Cost Savings

While many hiring managers may hesitate to invest in the cost of hiring an interim DON on top of a permanent hire down the line, it’s the best way to avoid further costs. For example, if you rush into hiring a permanent DON without the help of MedBest, you may make a bad hire, inevitably have to terminate their employment contract, and land right where you started. This process can get costly fast — you’ll go through more salaries than you initially intended, and you may have to account for any costly errors made during a bad hire. 

You can easily avoid these costs by working with MedBest from the start and hiring an interim DON, so you can take your time on deciding on a permanent DON. Investing in an interim is not just an investment in a permanent DON; it’s an investment in your facility’s future.

Best Results

More than anything, MedBest has the best success rate of any executive search firm. Two out of three interim interviews result in a placement! What’s better, they have a history of finding interim candidates that can turn into full-time permanent hires because senior living centers were so pleased with them — 1 in 4, in fact. Because of this high success rate, 98% of their clients recommend them, and 73% stay for future hires.

With all of these benefits that MedBest offers and the benefits of hiring an interim DON, in general, it’s an easy decision for you to make when in a crisis. MedBest can be the stabilizing factor when you need an interim DON. Call us today to get started!

FAQs About Recruiting Interim Directors of Nursing

How Long Does It Typically Take to Find an Interim DON?

The timeline can vary depending on the urgency of the facility’s needs and the availability of qualified candidates. Working with a specialized recruitment firm like MedBest can expedite the process — interim options are presented within one to two business days.

What Is the Average Duration of an Interim DON Placement?

Interim DON placements typically last 60 to 90 days, depending on the facility’s specific needs. You can extend the placement for your interim DON if you need additional time to find a permanent hire or stabilize operations.

How Much Does It Cost to Hire an Interim DON?

The cost of hiring an interim DON depends on several factors, including the candidate’s experience, the length of the placement, and any additional expenses such as housing. Recruitment firms like MedBest can clearly break down costs during the hiring process.

Can an Interim DON Transition to a Permanent Role?

Many facilities offer permanent positions to Interim DONs after observing their performance and fit with the organization. This transition can streamline the hiring process and ensure continuity in leadership.

What Are the Risks of Not Having an Interim DON During a Leadership Gap?

Without an interim DON, senior living facilities are considered non-compliant if they can’t find a replacement immediately. In addition, the lack of a DON will lead to disruptions in patient care, increased staff turnover, and potential non-compliance with regulatory standards. These challenges can lead to operational inefficiencies and reputational damage.

Do Interim DONs Require Additional Onboarding?

While interim DONs are experienced professionals, they still require an introduction to the facility’s policies, staff, and current challenges. Proper onboarding ensures a smoother transition and quicker integration into the leadership role.

How Can I Evaluate Whether an Interim DON Is the Right Fit?

You can assess whether an interim DON is the right fit through structured interviews, reference checks, and evaluating their past experiences in similar roles. It’s also essential to consider if their soft skills will suit the culture at your senior living facility. 

What Are the Benefits of Using a MedBest for Recruitment?

MedBest offers access to a network of vetted candidates. With our expertise in the senior living industry, we can easily spot qualities in each candidate that suit the role of an interim DON. You also get to enjoy additional benefits such as fast placement, access to highly experienced recruiters, and a “try before you buy experience.” This allows you to test drive any interim DON before making an offer for a permanent position if you like the interim DON. 

Are Interim DONs Only Needed in Emergency Situations?

While hiring managers often hire interim DONs during emergencies, they can also be a great choice during planned transitions, such as leadership restructuring, unexpected departures, or if you want to implement new business practices with a new DON.

What Should I Look for in an Interim DON?

Look for candidates with strong leadership skills, relevant certifications and licenses, and experience in senior living or healthcare facilities. Emotional intelligence and adaptability are also critical for success in this role.