Senior Living Recruiting Process

Our retained search and engagement search options allow us dive deeper in to your search in three ways.

1. A much deeper dive into the the specifications of the opportunity, the candidate requirements, and the specifics regarding the community/company.
2. A much deeper search can be executed and every viable candidate can be thoroughly interviewed. Only information on the cream of the crop is provided to our clients, saving them time, and ensuring they have access to the best available candidates.
3. We take a much deeper dive in to every candidates background, experience, success', motivations, and aspirations to assure that only the top candidates are presented. We interview candidates multiple times and establish a relationship with them and learn things they typically don't share with company hiring managers.

Needs Analysis	​We consult with the client extensively to develop an understanding of the client’s organization, culture, and requirements of the position.
​Search Specification	​After gathering specifications from you, we develop a detailed Executive Search Specification. This document defines the requirements, specifications, and scope of the position in addition to experience required, personal attributes, position expectations and any other relevant information that goes beyond the scope of the client’s Job Description.
​Client Sign-off	After we have received the approved specification with client sign-off we commence the search.
Research Strategy	​A formal methodology is individually tailored for each assignment prioritizing the various sourcing techniques to be utilized to identify qualified candidates.
Sourcing	​Thorough independent research is done on each assignment and a comprehensive search for qualified candidates is conducted.
​Recruiter Interviews	​We contact prospective candidates and screen them based on the “Executive Search Specifications” and assess them for interest and motivation.  After we have obtained a candidate’s resume we evaluate their experience and accomplishments and establish their level of interest and salary parameters before we conduct in-depth interviews to identify those most qualified.
​Presentation	​We begin submitting resumes as soon as possible to get your feedback and assure we are on-track. If the candidate is of interest we have them do the Executive Profile and then submit that to you before you make your decision regarding an interview. Candidates will be presented to the single client company, who maintains the right of first refusal and we assure an "Off-limits" policy with client employees.
Client Interviews	​Interviews with candidates that clients wish to meet are scheduled at the earliest possible opportunity.
​Reference Checking	​Our detailed and time-tested methodology provides clients with the appropriate insights from people who know the candidate best, former supervisors, peers, and subordinates.
Offer/Negotiation	​The critical next step is managing the closure of the assignment by finalizing the deal. Both our client and final candidate require highly sensitive support in bringing negotiations to a successful conclusion within a short time frame. We inform the client of any issues the candidate may have and we suggest strategies to negotiate an acceptable offer. We also reconcile any differences with successful candidate to smooth the way for offer acceptance.
​Transition Management	​LM Hurley & Associates maintains a strong communication with the successful candidate and our client during the transition period to make sure on- boarding runs smoothly. Following a period of time agreed with our client, we follow up with both parties to track the impact of our work, ensure expectations are being met on both sides and understand the evolving DNA of our client for further assignments.