Hiring the wrong person can be costly. You invest time and money into finding the perfect leader to ensure they are the right fit for your organization and will stay for the long haul. Our presentation includes strategies and tactics for hiring the right people the first time around.

1. Enticing Top Talent for your Senior
Living Leadership Team

2. Welcome!
Katie Roth, President, Aureon Staffing
Jason Kiesau, Leadership and Talent Development Manager, Aureon HR
Chris Mason, Talent Development Business Partner, Aureon HR

3. Aureon delivers cost-effective, professional, and reliable business solutions to senior
living organizations
• Human Resources
• Staffing
• Technology
• Contact Center
HR solutions include
• Permanent placement and recruiting services
• Contract staffing services
• Leadership and talent development training
• HR technology
• Employer liability risk mitigation
• Labor cost containment and reduction
About Aureon

4. 1. Strategies and tactics for hiring the right people
2. How to fuel top performance by being more intentional about
hiring from the start
3. How to keep the right people in the business
Today’s Takeaways

5. The candidate you’re looking for is NOT looking for you!
What is Your Challenge?

6. • Record unemployment
• Labor shortage
• Sorry, you are going to have to hire millennials!
• By 2020, nearly half the workforce will be millennials
• The Senior Living Brand
• Most online application processes are soul crushing
• Make them five minutes or less
• Internal hiring process is too long
Challenges

7. Monitor and update your company profiles
• Your website
• Your careers page
• Facebook
• Twitter
• Glassdoor
• Indeed
• LinkedIn
• Vault
• Shop your competition
Take Control of Your Brand & Culture

8. Do you…
• Have five other Senior Living managers in
your geographic area that you would
hire?
• Have five next in command level SL
directors?
• Have a good relationship with them?
• Think outside the box?
• Keep in touch with former employees
you really liked?
Do you Have a Farm Team?

9. • The Headline
• The purpose is to sell the ad.
• “Now Hiring Great Communicators” rather than “Customer Service”
• “Director of First Impressions” rather than “Receptionist”
• The Body
• The purpose is to set up the call to action.
• What’s in it for them?
• The Call to Action
• The purpose of the call to action is to sell the click.
Most Ads Stink!

10. • 86% of Job Seekers Have a Social Media Account in the Following
Networks: Facebook, LinkedIn, Google+, Twitter, Instagram, Pinterest
– Jobvite
• 76% of Social Job Seekers Found Their Current Position Through
Facebook – Jobvite
• Sharing on Social Media is How Your Job Postings Go Viral
Today’s Job Seeker is Social!

11. Today’s Job Seeker is Mobile!
• 77% of Job Seekers Use Mobile Search Apps – Beyond.com
• Specifically, College Grads & Entry Level Job Seekers are Quick
to Adapt to Mobile Applications – Beyond.com
• 94% of smartphone job seekers have browsed or researched
jobs on smartphones - Jibe
• If Job Seekers are Mobile, Your Job Board Needs to be Mobile
Friendly & Your Postings Must be Optimized for Mobile, On-
The-Go Experiences
• Do you really need that resume?
Go Mobile!

12. •Culture
•Positions
•What’s it’s like to work there
•Benefits
•Doesn’t have to be fancy
•Why the job is important!
Use Video

13. People don’t work for you to DO something…
They work for you to BE something!
Tell the story, not the job

14. • Group Interviews – Disney Model
• Talking people out of applying
reduces turnover
• Heineken Model
• Business Cards for everyone to
hand out
• Now Hiring!
• Employee Referrals
• Moo cards
• Humor
• Chat rooms
Unique Recruiting Ideas

15. • Need a marketing plan
• Ten recruiting ideas a month
• Candidates get discouraged
• Black hole of resumes
• Application and hiring process is too long
• Evening and weekend interviewing
• Hire for skills rather than attitude and
trainability
• Career path is poorly defined
• They don’t develop a farm team
• Don’t keep in touch with former
employees
• Assuming you are interviewing them
• They are interviewing YOU!
Time kills all deals even great ones

16. Interviews don’t always tell us
• Can they do the job?
• How will they do the job?
• Will they want to do the job?
Assessing the Candidate

17. Assessments measure how a candidate:
• Thinks
• Reasons
• Behaves
• Is Motivated
More Than an Interview

18. Performance Model Analysis

19. Top reasons:
1. Coachability
2. Emotional Intelligence
3. Motivation
4. Temperament
5. Technical Competence
Reasons New Hires Fail

20. Why is this important?
Fueling Employees for Top Performance

21. Hierarchy of Needs

22. Hierarchy of Needs

23. Understanding Employee Needs
Dominant Pattern of Behavior
Emotionally Controlled and Tell Assertive
Emoting and Tell Assertive
Emoting and Ask Assertive
Emotionally Controlled and Ask Assertive

24. Understanding Employee Needs

25. • Achieving high versatility
Whose Needs are you Meeting?

26. Thank you!
Katie Roth:
katie.roth@aureon.com
Jason Kiesau:
jason.kiesau@aureon.com
Interested in learning more
strategies to build your senior living
leadership team?
Email us for a complimentary copy!