We are seeking a new CEO for a historic upscale Independent Living campus in Easton, Maryland
LM Hurley & Associates has been retained by Londonderry on Tred Avon, located in historic Easton, MD, to identify an accomplished, engaging senior living executive with high integrity, strategic vision, strong interpersonal relations skills, and outstanding leadership ability.
This opportunity is an exceptional career move for a collaborative, performance-driven leader to join an organization that is committed to enriching the lives of those they serve through excellence in senior living, life-enhancing activities, and person-centered care.
Located near historic Easton, MD on the Tred Avon River, Londonderry on Tred Avon is among the most desirable Independent Living communities in the region. Founded in 1992, Londonderry was the first cooperative independent living community on the Eastern Shore of Maryland. This intimate community for adults ages 62+ offers a variety of housing options with 26 convenient apartments to 102 spacious cottages among 29 acres, including 1500 feet of waterfront shoreline.
WHAT WE ARE SEEKING
L M Hurley & Associates has been selected for the 2020 Best of San Diego Award in the Executive Search Consultants category by the U.S. Local Business Association (USLBA).
LM Hurley and Associates is a nationwide executive search firm that works exclusively for clients in the Senior Housing Sector. They have built a solid reputation for being ethical, professional, and easy to work with. The companies track record of success stems from its specialized focus, expertise, and commitment to its clients. "We have been committed exclusively to the Senior Housing Sector since 1999, and we are very honored to receive this award," said Lauren Hurley, President, and Founder of LM Hurley & Associates. "We recruit on a national basis, and our business model is to remain exclusive by developing relationships with
For years and years, some recruiters and hiring managers have treated employees terribly. They ghost candidates--even after the candidate has come in for multiple interviews. They've required numerous interviews over multiple days, requiring candidates to use their vacation time to interview for jobs, and then not even bothering to let the candidate know they didn't get the job. Plus companies have no problem simply laying people off without notice and without severance.
To some extent, the rise of professional ghosting is due to a general erosion of professional business etiquette standards. Many of today’s job seekers would rather avoid confrontation and awkwardness than deliver bad news.
However, the main explanation is that workers simply have more choices today. In the current market, managers are struggling to fill vacancies while skilled candidates often field multiple job offers. With so many options, candidates may not care whether they burn a few bridges along the way. This seems to be particularly true among entry-level positions with lower wages.
Additionally, workers care about corporate culture when seeking employment. If a candidate feels your company’s values don’t align with their preferences, they may simply stop communicating with you and focus on other potential employers instead.
Another way to deter candidates and new hires from ghosting you are by making sure your compensation packages, benefits, and workplace culture is competitive in the marketplace and highlighting those differentiators up front during the interview and on-boarding process. Some companies will make an offer a candidate can’t refuse. With record-low unemployment rates, you don’t have the luxury of lowballing the salary, even if you’re willing to negotiate it higher. Don’t play games. You can avoid turning off your top pick if you extend above-average compensation right away. A sign-on bonus, telecommuting option, pet insurance, health club, and other top perks would sweeten the deal and will result in a lower turnover.
TIMES HAVE CHANGED
There is a behavioral shift among job seekers and workers. The traditional thought process of 'I apply for a job, I interview for a job, I get hired, and I start the job'—those days are over. Workers are thinking of themselves as free agents. Candidates owe us nothing. This whole idea of loyalty and professionalism is archaic.
The status quo of recruiting will ultimately fail, and employers need to be more pliable to accommodate a contingent-minded workforce. Employers need to set themselves up as available and attractive, and if someone chooses not to show up for an interview or a start date, instead of getting upset, move on, get creative and come up with new solutions and strategic alternatives."
Not all organizations have the luxury of offering concierge-level service, but employers need to try harder. we do try. It's essential for everyone involved in the hiring process to communicate authentically with candidates and new hires to prevent no-shows.
If you or your corporate recruiter, has multiple requisitions, you can't possibly keep close track of your candidates, much less have the freedom and the time to really develop personal relationships and get inside their heads.
LM Hurley & Associates are Headhunters who are transparent and consultative with our clients and candidates. We build a relationship with candidates throughout the process, so candidates are more transparent and are far less likely to ghost us!
As recruiting consultants we serve as career coaches to candidates and we develop a transparent relationship with them. We are honest with them, and in return, we find that they will reciprocate f they are seriously considering another opportunity Candidates feel more comfortable telling us, the recruiter what's really happening with other opportunities or personal situations, instead of just disappearing.
Communication is the key to this disconnect. We like to get to know the candidate before jumping into typical interview questions. That is why we have a lower rate of being “ghosted” by the candidate once the recruiting process starts. Understand, as recruiters, if we do get ghosted by candidates, it happens before they interview with our clients.
I think it goes back to the Golden Rule. The key is to treat job seekers fairly and with respect, and then hope they have the courtesy of doing the same.
Source: Lauren Hurley, LM Hurley & Associates
Senior Living Recruiting is what we do.
LM Hurley & Associates Executive Recruiting