Sage Search Group

Role of a recruiter summed up: Present opportunities that align with someones background, skillset, and growth potential Have a REAL conversation with them, this should be two sided Simply remind them along the way of the reasons they are exploring other options in the first place and HELP them put it on paper to compare(assuming you are at the finish line) No need to sell, just consult. Be an ear, be a consultant, be kind. Don't be a salesman/woman. People like people, not the person banging on your door at 8pm trying to hard sell you on solar panels when its cloudy 80% of the time where you live

Do counteroffers work? Well..... Rarely In most cases someone is not leaving just for an extra bump in pay down the street. They can be upset because of..... -New culture(say a company purchased your building and immediately reduced the dietary fund, which in turns affected a few other things) -They feel they are being spread too thin and taken advantage of -Simply don't get along with their Administrator, DON, Regional, Division staff, etc -Ad infinitum Money solves ZERO of these issues, and most others that arise. If its not a money issue, don't try and throw money at it. In very rare cases someones wound is simply getting underpaid. In which case, ASK FOR A RAISE FIRST, but explain your value and back it up with an honest approach. If you don't get it, then start looking. Money can sound sexy, and you do need to get paid your worth in todays crazy Post Acute world. However, just ask yourself if you will still stay awake at night worrying about the "other things", and if so, don't take it. Happy interviewing skilled nursing heros 💪

How I think my clients feel when they tell me state just walked in and the DON they thought they hired, prior to our conversation, accepted a counter offer. This is something we cover IN DEPTH. Look, its silly to think we could take someone perfectly happy away from their job and expect them not to end up staying. One of the benefits of having a third party is that we can make sure the opening you have is offering solutions to the reasons they are exploring options to begin with. Don't end up like this cat.

I'm constantly reminded that the key to successful executive search is simple, but I think many try to overcomplicated it. Be human, listen to candidates and clients with the intent to understand and not have them only hear your point. Remember the ones who went out of their way to express gratitude, and don't hold it against people for having a bad day. WORK WITH THE INTENT TO HELP, the placements will then take care of themselves. Of course there is the myriad of being vigilent, scheduling, follow up, phone calls, appointments, ATS's and so forth. You know, the boring stuff. Keep on helping, thats all we do around here. Happy interviewing you Post Acute heroes!