Good morning.  In today’s article, we’re diving into a critical and intangible topic for leaders: finding the right individuals, regardless of experience, with high potential to join your team. Identifying talent that’s ready to make an immediate impact, despite lacking extensive experience, is an art. Below, we explore seven tactics to uncover these “diamonds in the rough.”  These characteristics may not resonate for front line staff, but when you’re looking to build, bolster, or replace a leader these characteristics will benefit your entire community.

Elevate your Leadership

1. Wins Above Replacement

Discover candidates who truly make a difference. Look for stories where their involvement was crucial to success. This showcases their creativity, resourcefulness, and drive. When interviewing, ask for examples of their best work—this will reveal if they’re capable of carrying projects over the finish line.

2. Navigating the World on Their Own Terms

Seek out individuals who think outside the box. Those with unconventional backgrounds often bring fresh perspectives. Ask them to narrate their life story and pay attention to the choices they made, highlighting their originality and vision for the future.

3. Chip on Their Shoulder

Find candidates with something to prove but ensure they have a healthy balance of security and ambition. Positivity is key; a candidate should be optimistic yet driven. In interviews, match their energy and encourage them to share personal stories to understand their motivations and resilience.

4. High Emotional Intelligence (EQ) + Persuasion = An Engaging Personality

Candidates who can read situations and influence outcomes are invaluable. Look for signs of high EQ during interactions and how they adapt to different audiences. Can they carry the conversation?  Do they ask good questions?  Post-interview, discuss their approach and reactions with your team to gauge their social skills.

5. Theory of Excellence

Excellence in any area indicates potential for greatness elsewhere. Identify candidates who have achieved significantly in any field. Their history of excellence, not popularity, is what matters. In interviews, explore their understanding of their strengths and past achievements to assess their potential for excellence in your setting.

6. Openness to Improvement

Ensure the candidate is receptive to feedback and capable of self-assessment. Their response to constructive criticism and ability to engage in self-improvement are critical. Assess this through scenario-based questions or group activities to see their reaction to real-life situations.

7. Ability to Not Take Themselves Too Seriously

A good team player can laugh at themselves and maintain a light-hearted approach. This trait is essential for a harmonious workplace. Gauge this through their behavior during the interview and their interaction with the team.

Incorporating these tactics into your recruitment strategy can help you find individuals who, although lacking in extensive experience, have the potential to thrive and make significant contributions to your team. This approach not only enriches your team with diverse talents and perspectives but also fosters a culture of growth and innovation in skilled nursing leadership.

Remember, the goal is to uncover hidden gems who can grow into their roles and beyond. By focusing on these attributes, you can build a resilient, forward-thinking team ready to face the challenges and opportunities in the skilled nursing sector.

Until next time, keep nurturing potential and leading with compassion.

Whenever you’re ready, there are a couple of ways I can help you.

1. Leverage our partnership with CEUSrEZ and purchase NAB-approved, online, self-paced, continuing education courses at a 20% discount here.
2. Use our free AI-powered Chatbot trained on all 900 pages of CMS Nursing Home Regulations plus proprietary processes and information from decades of skilled nursing leadership experience.  Click here.
3. Coming soon in 2024.  Stay tuned!