How to Fill Leadership Positions for Senior Living Facilities

Strong leadership is at the heart of every successful senior living facility. Great leaders don’t just keep things running smoothly—they create a supportive, caring environment where residents and staff thrive. To find the right fit, you must understand the leadership roles in these facilities and what each one brings to the table. Let’s take a closer look at these essential positions and how they contribute to a facility’s success and quality of care.

Types of Leadership Roles in Senior Living Facilities

Senior living facilities require a range of leadership roles to provide efficient operations, compliance with regulations, and the well-being of residents. Here are the primary leadership positions commonly found in these facilities, along with a brief overview of their responsibilities:

• Executive Director: The Executive Director/Administrator is the facility’s main leader. They are responsible for daily operations, managing staff, meeting regulations, and keeping the facility financially healthy. They guarantee residents receive excellent care in a well-organized facility.
• Nursing Home Administrator: Nursing Home Administrators handle daily operations, including compliance, budgeting, staff management, and resident satisfaction. They make sure the facility follows all regulations and delivers top-notch care.
• Wellness Director: The Wellness Director manages programs promoting residents’ physical, mental, and emotional health, ensuring personalized wellness plans and a high quality of life.
• Sales Director: The Sales Director handles admissions, tours, and marketing, guiding families through the enrollment process and ensuring occupancy goals are met.
• Memory Care Director: The Memory Care Director oversees specialized care and activities for residents with dementia, ensuring safety, support, and individualized attention.

Each of these roles is critical to the success of senior living facilities. Understanding their responsibilities can help facilities make informed decisions about filling these positions.

Steps to Hire Senior Living Facility Leaders

Filling leadership roles in senior living facilities requires a structured hiring process to find the right fit for your organization. Here are the essential steps to follow when hiring senior living leaders. 

Define the Role and Write the Job Ad

A well-crafted job ad is step one of any successful hiring process. Clearly outline the responsibilities, qualifications, and expectations for the role while tailoring it to your facility’s specific needs. When drafting the description, consider your organization’s long-term goals, as they can attract candidates whose skills and vision align with your objectives. Your job ad is your best chance to make a great first impression. 

Decide Between Internal and External Hires

Choosing between internal and external candidates involves weighing the pros and cons:

• Internal hires are familiar with the organization’s culture and processes, potentially requiring less onboarding. However, they may lack the fresh perspective that an external hire can bring.
• External hires introduce new ideas and experiences but may need more time to acclimate to the facility’s operations.

When deciding between an internal or external hire, consider what your facility needs most. If you’re looking for someone who already knows the ropes and can hit the ground running, an internal candidate might be the best fit. On the other hand, if fresh ideas and a new perspective are what’s needed, bringing in someone from outside could be the better move. Weighing these factors will help you find the right person to support your team.

Contact MedBest

Executive search firms like MedBest simplify the challenging process of hiring senior living leaders by connecting facilities with highly qualified professionals. With our expertise and industry networks, MedBest matches candidates to roles requiring unique skills and leadership qualities. Whether you’re seeking an executive or a specialized leader, MedBest offers tailored solutions to meet your hiring needs.

• MedBest Premium: A full-service retained search package for executive roles, providing comprehensive support from candidate identification to offer negotiations and beyond.
• MedBest Advantage: Designed for senior care leadership positions, this service offers targeted recruitment strategies to address the industry’s specific challenges.

What makes MedBest stand out is its collaborative approach. We work closely with hiring managers and internal hiring teams to understand a facility’s culture, goals, and operational needs. With a team of recruiters with firsthand experience in senior living, MedBest offers valuable insights and a seamless hiring process. For those looking to elevate their recruitment efforts, MedBest provides a trusted pathway to finding impactful leadership.

Utilize Retained Search Methods

Retained search is ideal for executive roles because it provides a focused, personalized recruitment approach for high-level leadership positions. Unlike contingent searches, retained search involves an exclusive partnership with an executive search firm within the industry, providing you with dedicated resources, prioritized quality, and confidentiality throughout the hiring process.

Interview and Vet Candidates

Conducting thorough interviews allows you to find the right leader for your senior living facility. Use tools like this interview preparation checklist to guide your process.

When evaluating candidates, look for a combination of:

• Soft skills: Communication, empathy, and leadership.
• Hard skills: Industry expertise, regulatory knowledge, and operational management.
• Experience: Past success in similar roles and alignment with your organization’s values.
• Passion: Genuinely cares for the well-being of our elder population. 

By thoroughly assessing these qualities, you can identify a candidate who not only meets the technical requirements of the role but also embodies the leadership and compassion necessary to foster a thriving and supportive environment within your senior living facility.

Provide Offer Letters and Onboarding 

Attracting great leaders begins with offering compensation and benefits that match industry standards. Once you’ve found the right person, a thoughtful onboarding process is essential to help them hit the ground running. Start by introducing them to key team members and stakeholders, providing training that reflects your facility’s unique culture and operations, and setting clear expectations for their first 90 days. These steps will set your new leader up for success and help your facility thrive under strong, capable leadership.

Challenges in Hiring Leaders in Senior Living Facilities

Hiring the right leaders for senior living facilities isn’t always straightforward. Several hurdles, from financial pressures to regulatory requirements, make the process urgent and complex. Here’s a closer look at some of the challenges facilities face when searching for leadership.

Costs in Vacant Positions

Vacant leadership roles can drain a facility’s resources. Without someone to oversee operations, things can quickly become chaotic, and the financial impact adds up fast. In 2024, the average cost of a vacant executive position is estimated at $28,329 per month. This figure comes from calculating the daily revenue generated by the role, multiplying it by the average time it takes to fill the vacancy, and dividing it by the number of days in a month. Prolonged vacancies don’t just hurt your bottom line—they also put extra stress on your team.

Lack of Time

Finding time to conduct a thorough hiring process for many facilities feels impossible. Teams are often stretched thin, and leadership gaps only add to the workload. To make things more challenging, federal laws require facilities to fill leadership roles—like Directors of Nursing—within a set timeframe to stay operational. This urgency can lead to rushed decisions, creating a risk of hiring the wrong person or leaving the position vacant for too long.

Limited Talent Pool and Lack of Responses

The senior living industry faces a talent shortage, especially in leadership roles, making it challenging to find qualified candidates. The competition among facilities is intense, and traditional hiring methods don’t always cut it. Retained executive search offers a way to reach passive candidates—those not actively looking for a job—by connecting with professionals who might be the perfect fit but aren’t on job boards. This approach widens the talent pool and improves the chances of finding the right leader.

Ensuring Cultural Fit

A leader who doesn’t mesh with your facility’s culture can throw everything off balance, from staff morale to resident satisfaction. It’s not just about finding someone with the right skills—it’s about finding someone who aligns with your values and approach to care. MedBest helps tackle this issue by prioritizing cultural fit in our recruitment process, only bringing you candidates who will add to your team and your mission. 

Regulatory Pressures

Senior living leaders need a solid understanding of state and federal regulations to keep facilities compliant and avoid costly penalties. This expertise is non-negotiable, but finding candidates with the proper regulatory knowledge can be challenging. For hiring managers, prioritizing this skill set is essential to protecting the facility’s reputation and running operations smoothly.

Hiring the right leaders for senior living facilities is no small task. From navigating the high costs of vacancies to ensuring a cultural fit and compliance with regulations, the process requires careful planning and a strategic approach. By addressing these challenges head-on, facilities can secure the leadership they need to provide exceptional care, maintain smooth operations, and foster a positive environment for residents and staff.

Ready to find your next leader?

MedBest is here to simplify your hiring process and connect you with experienced professionals who are the perfect fit for your senior living facility. With tailored recruitment solutions, a deep understanding of the industry, and a commitment to finding the best candidates, MedBest ensures you’ll find leaders who align with your goals and values.

Contact MedBest today to get started. Let us help you build the leadership team your facility deserves!

FAQs About Hiring for Leadership Positions at Senior Living Facilities

How Long Does It Typically Take to Fill a Leadership Position in Senior Living?

The timeline varies depending on the role and the recruitment process. Partnering with a specialized recruitment firm can expedite the process. Senior care organizations may hire interim leaders during this time to keep the facility operational and compliant.

Should Facilities Prioritize Internal Promotions or External Hires?

Both options have advantages. Internal promotions reward existing staff and maintain cultural continuity, while external hires bring fresh perspectives and new ideas. The choice depends on the facility’s immediate needs and the availability of qualified internal candidates.

What Are the Key Qualifications for Leadership Roles in Senior Living?

Qualifications depend on the specific position but often include experience in healthcare or senior living, leadership and team management skills, regulatory knowledge, and relevant certifications such as RCFE or other state-specific programs.

How Do I Assess for Cultural Fit During the Hiring Process?

Cultural fit can be assessed through situational interview questions that reveal the candidate’s leadership style and values. You may also utilize personality and behavioral assessments to determine whether a candidate is a cultural fit. Additionally, discussing past experiences and how they handled similar challenges helps determine alignment with the facility’s culture.

How Can a Recruitment Firm Help Fill Leadership Positions?

Recruitment firms specialize in senior living leadership and have access to a network of qualified candidates. They streamline the process by pre-vetting applicants, ensuring they meet the facility’s needs, and providing guidance throughout the hiring process. They also find, locate, and land qualified candidates who may be passive or not actively looking for a new job.

What Are the Costs Associated With Using a Recruitment Firm?

Costs vary based on the role and the recruitment firm’s services. While fees may seem significant upfront, they often save time and money in the long run by reducing turnover and ensuring the right hire. In addition, recruitment firms often use retained search methods, reaching out to qualified candidates who may not be actively searching for positions and motivating them to apply. This method ensures that you have the best fit for the role and broader scope of the available talent pool.

What Are the Risks of Leaving Leadership Positions Vacant?

If a leadership role, such as a Director of Nursing role, is vacant, the facility becomes non-compliant, as it is a mandated position. 

What Should Be Included in the Job Description for Leadership Positions?

The job description should outline key responsibilities, required qualifications, and desired traits. For example, it should detail tasks like budget management, staff supervision, regulatory compliance, and resident care oversight. To attract top candidates, it should also highlight benefits and incentives.

How Do I Retain Leaders Once Hired?

Retention strategies include offering competitive salaries, professional development opportunities, and fostering a supportive work environment. Regular feedback, recognition of achievements, and opportunities for career growth also contribute to long-term retention. Practically, leaders are more likely to stay if you offer competitive compensation, a robust benefits package, generous PTO, other perks, and bonuses.

How Do I Transition New Leaders?

Onboarding is crucial for a smooth transition. Provide clear expectations, introduce the new leader to staff and residents, and ensure they understand the facility’s policies and goals. Ongoing support during the first few months helps build confidence and trust.

For more information regarding hiring senior living leadership, contact MedBest at 727-526-1294 / info@medbest.com.