How To Find and Recruit a Senior Living Executive Director

A senior living executive director is imperative to the success and operations of any senior living facility and nursing home. Because they are so essential to the operations of any facility, it can be a daunting task to find a new one. However, finding the right senior living executive director can be simple as long as you know how to identify a qualified candidate, where to find them, and how to hire them. In this guide, you’ll learn how to do just that.

What is a Senior Living Executive Director?

A senior living executive director, also sometimes known as an administrator, is responsible for every facet of the facility — from staffing and budgeting to ensuring compliance and the health and safety of patients and residents. They are the cornerstone of any facility’s culture, so finding a qualified candidate is essential. Otherwise, your nursing home may experience lapses in compliance, operational inefficiencies, and decreased staff morale, which can affect the facility’s bottom line and patient care. 

Steps to Find the Right Senior Living Executive Director

Finding a senior living executive director can be simple as long as you follow these steps:

Step 1: Craft a Detailed Job Advertisement

The job advertisement for an executive director at a healthcare facility can be one of the most significant influences in your hiring process. An eye-catching job ad will outline the candidate’s expectations, informing them of whether they might qualify and what they might expect from your facility and the position itself. Conversely, a poorly written or vague ad can deter qualified candidates and attract applicants who lack the necessary skills and experience, making the hiring process even longer.

A good job ad should include the following details:

• The job title;
• Key responsibilities;
• Required qualifications, such as years of experience in necessary fields and licenses
• Soft skills;
• Details of the facility’s culture and values;
• Compensation and benefits;
• Details on how to apply. 

With these essentials, you’ll find more qualified candidates faster. 

Step 2: Partner With MedBest

If you’re interested in quickly finding executive directors, work with MedBest. With our help, you can elevate your recruitment process to find only the best candidates with half the effort. Our team of recruiters has experience in the senior living industry, so they know exactly what the best candidates look like and where to find them.

MedBest can ensure that every candidate fits the role at your facility with our intensive screening process. This process evaluates each candidate’s qualifications, advanced and soft skills, and how they might match your facility. Even better, our team will reach out to candidates even if they aren’t actively looking, improving your chances of finding a perfect candidate for the position. 

In addition, MedBest’s team will check in even after you’ve successfully hired their chosen candidates to ensure they’re transitioning well. 

Step 3: Utilize Retained Executive Search Methods

When recruiting for a skilled nursing home executive director, it’s best to use every search method in your arsenal, including retained search. A retained search method is a search method in which you partner with a recruitment firm such as MedBest. This method is ideal for filling high-level positions because it prioritizes quality and long-term fit over speed. Retained searches are more proactive and customized, with recruiters dedicating their time to understanding your organization’s needs, values, and goals. This allows for a thorough search and vetting process, ensuring the final candidates meet technical qualifications and cultural alignment.

Conversely, a contingent search method is a lower commitment, as you only pay the recruitment firm after successfully hiring the candidate rather than beforehand, as is the case with a retained search method. This method is typically faster and used with mid-level positions. Whether you’re interested in retained or contingent search, MedBest offers both options so that you can find a senior living executive director candidate within your budget. 

Step 4: Screen Candidates

Once you have a list of candidates, you must look for key qualities to ensure they’re a good fit. Notably, they should have hard skills and qualifications, like: 

• Licenses and certifications, such as an Assisted Living Administrator License and certifications like CPR or first aid training;
• Track record of success in leadership roles;
• Relevant industry experience in senior living and healthcare;
• Financial acumen; 
• Regulatory knowledge; 
• Operational management knowledge.

Likewise, you should evaluate candidates for soft skills, such as: 

• Empathy and compassion: Candidates must demonstrate genuine care for residents, their families, and staff, creating a supportive and positive environment.
• Communication skills: Candidates must have the ability to communicate effectively with diverse groups, including residents, families, staff, and stakeholders, is critical.
• Problem-solving: Look for examples of how candidates have handled challenges, resolved conflicts, or improved operations in previous roles.
• Team leadership: Assess their ability to inspire, motivate, and manage teams, ensuring high staff morale and retention.

Not only will these soft skills ensure that the candidate will be a good fit for the role, but they may also cultivate a positive work environment, thus improving your work culture.

Step 5: Interview

Your interviews with candidates are the perfect opportunity to gauge their qualifications and whether they’re a good fit for the role. However, to do so, it’s essential to prepare by completing these actions before, during, and after the interview: 

• Prepare interview questions: It’s essential to prepare specific questions that gauge a candidate’s soft and hard skills and how they might handle challenges in the role.
• Plan out the interview structure: While you want your interview to feel natural, it’s essential to prioritize discussing key touchpoints to learn more about the candidate. For example, you’ll want to include introductions, a period of inquiry where you talk about the candidate’s qualifications and the role itself, and an opportunity for the candidate to ask questions.
• Conduct a preliminary phone or video interview: This is an excellent opportunity to screen out candidates who may not fit the role and provide more information to qualified candidates.
• Complete an in-person interview: During the interview, remember to ask any follow-up questions based on the candidate’s feedback!
• Meet with the hiring team and decide: Remember to jot down your initial thoughts after the interview, meet with your team, and decide with your team what the best candidate is for the role. 

Once you decide, you can send an official offer to the candidate, and if they accept, you’ll have a new senior living executive director!

Step 6: Onboard

While you most likely put a lot of forethought into recruiting, finding, and hiring the right senior living executive director, you can’t drop the reins after the candidate accepts the offer. A lousy transition and onboarding process can quickly turn away a new hire. The best way to prevent this from happening is to:

• Provide a clear and welcoming orientation: This should be a detailed schedule of when they’ll meet key staff, residents, and stakeholders. During this time, they’ll review your facility’s policies and procedures and familiarize themselves with your facility.
• Set role expectations early: Provide a clear outline that specifies their goals for their first 90 days.
• Ensure access to resources: Equip them with the tools and technology they’ll need, such as operational software and financial reports.
• Pair them with a mentor or guide: Assign a seasoned team member or another leader as their point of contact for questions and guidance during the onboarding period.
• Encourage open communication: Schedule regular check-ins during the first few months to discuss challenges, progress, and any additional support they might need. This will make them feel welcome so they can share concerns or ideas.

With careful consideration, you can ensure that your new senior living executive director feels comfortable in their position, which will help your facility grow.

MedBest Recruitment Methods 

While recruiting and hiring a senior living executive director may seem overwhelming, the best way to do it is to find a team that has your back. Since MedBest’s team specializes in recruiting in senior living and healthcare spaces, they are the best recruitment team to support you. Here are some more reasons why MedBest you should choose MedBest when recruiting senior living executive directors:

Cost Savings

While some senior living internal hiring teams may hesitate to hire a recruitment firm to help hire a senior living executive director, doing so will save you more money in the long run. With MedBest’s help, you can fill a vacant position faster, saving you time and money as there is a high cost of holding a vacant executive director position open.

In addition, using MedBest will ensure you find the best candidate to fill the role and avoid a bad hire, which can cost you at least 30% of the executive director’s first year salary.

Faster

Because MedBest Recruiting is exclusive to the senior living industry and has a dedicated team committed to recruitment, you’ll receive a list of qualified candidates faster than if you did your independent recruitment methods. This is particularly helpful if your facility has minimal resources or manpower to find a new executive director. The more people who can help you in your search, the better.

Professional Advice

While many recruitment firms can help you find candidates, not all of them will have professional experience in senior living, which can be a deal-breaker in the hiring process. Many of MedBest’s recruiting experts have experience in operations and management have experience in operations and management in senior living. As such, they are more than qualified to advise you on what qualities to look for in a successful executive director, how to entice more candidates, and how to onboard them successfully. 

Ensured Cultural and Professional Fit

Sometimes, gauging how a candidate will fit in with your healthcare facility’s culture can be challenging. However, MedBest has this process down to a science. With our thorough DISC assessment, you’ll understand your candidates better by evaluating their motivations, personalities, and responses to challenging circumstances. This assessment will make it easier to decide on candidates and help ensure a more successful onboarding process. You will be happy, your new executive director will be happy, and your facility will be happy.  

Given how essential senior living executive directors are to your facility, it’s best to give it your all when first hiring. So why wait? Contact MedBest today to get started on recruitment and hire a senior living executive director! 

FAQs About Hiring a Senior Living Executive Director

How Long Does Hiring a Senior Living Executive Director Take?

The timeline can vary depending on the urgency of the need and the availability of qualified candidates. Partnering with a specialized recruitment firm often accelerates the process, with placements typically finalized within weeks rather than months.

What Are the Key Qualifications for This Role?

A strong candidate will typically have experience in senior living or healthcare management, relevant certifications for leading a senior living facility such as RCFE or CALA, and a demonstrated ability to lead teams while maintaining regulatory compliance and operational efficiency.

What Is the Average Salary for a Senior Living Executive Director?

The salary of a Senior Living Executive Director varies depending on factors such as geographic location, facility size, and the candidate’s experience. Salaries often range from $67,900 to $216,750 annually, with additional benefits or performance-based incentives.

How Do I Ensure Cultural Fit When Hiring an Executive Director?

Cultural fit is essential for long-term success. During the interview, assess the candidate’s leadership style, values, and approach to staff and resident care. Asking situational questions can help determine how well their approach aligns with your facility’s culture.

Should I Prioritize Industry Experience Over Leadership Skills?

Both are critical, but the priority depends on your facility’s current needs. Experience in senior living is essential if the facility is navigating regulatory or operational challenges. Strong leadership skills may take precedence for facilities focused on growth or staff development.

How Do I Retain a Senior Living Executive Director After Hiring?

Retention strategies include offering competitive compensation, ongoing professional development opportunities, and fostering a supportive work environment. Regular feedback and recognition of achievements also contribute to long-term satisfaction.

What Should I Include in the Job Ad for This Role?

The job ad should clearly outline responsibilities, such as overseeing operations, managing budgets, ensuring compliance, and maintaining resident satisfaction. It should also specify required qualifications, such as certifications and leadership experience, and highlight key benefits and incentives offered by your facility.

Can Recruitment Firms Help With Onboarding the New Executive Director?

Yes, many recruitment firms, including MedBest, offer support during the onboarding process and beyond. This includes guidance on facilitating a smooth transition and aligning the new ED with your facility’s goals and culture.

What Are Common Challenges Facilities Face During the Hiring Process?

Common challenges include finding candidates with industry expertise and leadership skills, handling counter offers from the candidate’s former employer, aligning interview schedules, and ensuring cultural fit. A recruitment firm can help address these issues by streamlining the process and providing pre-vetted candidates.