Recently Placed

Chief Operating Officer – 10 AL/MC Communities in the Northwest – 210K + Bonus + Equity

Chief Operating Officer – 33 AL/MC Communities in the Southeast – 275K + Bonus

Chief Operating Officer – 16 AL/MC Communities in the Midwest – 195K

Chief Finance Officer – 30  SNF/AL/MC Communities in the South – 300K

VP of Accounting – 80 AL/MC – 195K

Controller – 63 AL/MC/SNF in the Northwest – 195K

Controller – 33 CCRC in the Northeast – 200K

Financial Analyst Director – 72 AL/MC/SNF in Northwest – 175K

VP of Marketing – 14 AL/MC Communities in the upper Midwest – 145K + Bonus

Regional VP of Operations – 7 AL/MC communities in the Southeast – 145K + Bonus

Regional VP of Operations – 8 AL/MC communities in the Southeast – 180K + Bonus

Regional VP of Operations – 19 AL/MC communities in the Northeast – 180K + Bonus

Regional VP of Marketing – 8 AL/MC communities in the Southeast – 145K + Bonus

Regional Nurse Consultant – 6 AL/MC communities in the South – 83K

Regional Executive Director – 5 AL/MC communities in the South – 120K

Executive Director – 45 Bed AL, 14 bed MC, 20 IL community in Northeast Florida – 107K + Bonus

Executive Director – 115 Bed AL, 30 MC community in the Southwest Florida – 105K + Bonus

Executive Director – 150 Bed AL/MC community in Northeast Florida – 125K + Bonus

Executive Director – 120 bed AL/MC community in Southeast Florida – 118K + Bonus

Assistant Executive Director – 150 Bed AL/MC Community in Southeast Florida – 94K

Director of Wellness – 80 Bed AL, 25 Bed MC community in Northeast Florida – 80K

Director of Wellness – 150 Bed AL/MC Community in Northeast Florida – 84K

Memory Care Director – 40 Beds – Northeast Florida – 70K

Chief Operations Officer – 30 Skilled Nursing facilities in Southwest – 400K

Chief Operations Officer – 35 Skilled Nursing facilities in Southwest – 350K

Chief Operations Officer – 15 Skilled Nursing facilities, Southeast – 210K

Chief Finance Officer – 60 Skilled Nursing facilities, Home Health Care, Rehab, Pharmacy, Nurse Practitioner Agency and Hospice in the Northeast – 450K

Chief Finance Officer – 15 Skilled Nursing facilities in the South – 150K

Chief Finance Officer – 30 SNF/AL/MC in the Midwest – 220K

President – Chief Operating Officer for 37 Skilled Nursing facilities in the Southeast – 315K

President – VP of Operations for Midwest Division for a Skilled Nursing company with 115 Skilled Nursing facilities in the Midwest – 280K

VP of Reimbursement (Cost Reports) – 37 SNFs in the Southeast – 225K

VP of Finance – 38 Skilled Nursing facilities in the Southeast – 185K

VP of Accounts Receivable – 38 Skilled Nursing facilities in the Southeast – 177K

VP of Accounts Receivable – 29 Skilled Nursing facilities in Texas  – 150K

VP of Operations – 10 resort Styled Subacute Centers in the Northwest – 210K

VP of Marketing – 15 Skilled Nursing facilities in the Midwest – 155K

VP of Nursing – 5 Skilled Nursing facilities in the Northeast – 175K

VP of Nursing – 15 Skilled Nursing facilities in the South and the Northeast – 150K

VP of Nursing – 360 Bed Skilled Nursing facility on Long Island – 210K

VP of Rehab – 5 Skilled Nursing facilities in the Northeast – 150K

VP of Human Resources – 5 Skilled Nursing facilities in the Northeast – 120K

VP of Clinical Reimbursement – 5 Skilled Nursing facilities in the Northeast – 150K

VP of Managed Care – 115 Skilled Nursing facilities in the Midwest – 265K

Regional Director of Clinical Reimbursement – 8 Skilled Nursing Facilities in the Northeast – 160K

Administrator – 182 Bed Skilled Nursing facility in Atlanta, GA – 155K + Bonus

Administrator – 120 Bed Skilled Nursing facility in Charlotte, NC – 137K + Bonus

Administrator – 137 Bed Skilled Nursing facility, 60 bed Adult Daycare in Worcester, MA – 195K + Bonus

Administrator – 120 Bed Skilled Nursing facility – in Boston, MA – 175K + Bonus

Director of Nursing – 220 Bed Skilled Nursing facility in Burlington County, New Jersey – 170K + Bonus

Director of Nursing – 45 Bed Skilled Nursing facility in Kansas City, KS – 90K

Director of Nursing – 280 Bed Skilled Nursing facility in Brooklyn, NY – 170K

MDS Coordinator – 40 Bed Skilled Nursing facility in CCRC in Overland KS – 84K

MDS Coordinator – 120 Bed Skilled Nursing facility in Cranbury, NJ – 110K

Executive Director – 50 bed Hospice Agency in Cleveland Ohio – 130K

Director of Clinical Services – 100 bed Hospice Agency in Philadelphia, PA – 135K

Nurse Practitioner – 500 bed Hospice Agency in New Jersey – 135K

Chief Nursing Officer – 150 Bed Behavioral Health Hospital in Camden County, NJ – 500K

VP of Nursing – 50 Bed Behavioral Health Hospital in Burlington County, NJ – 150K

Director of Performance Improvement – 150 Bed Behavioral Health Hospital in Camden County, NJ – 110K

Performance Improvement Coordinator – 150 Bed Behavioral Health Hospital in Camden County, NJ – 105K

Regional Program Director – Out Patient Mental Health and Drug Addiction Centers in South New Jersey – 105K

Program Director – Out Patient Mental Health and Drug Addiction Center in Tuckerton, NJ – 90K

Director of Clinical Services for a 100 Patient Home Health Agency in CT – 105K

Director of Clinical Services for a 55 Patient Home Health Agency in South CT- 90K

Sanford Rose Associates – The Zike Group’s
“All – Inclusive Search” Process.

The Senior Living Industry is facing a “Shrinking Candidate Pool” – according to a recent “ANCA/NCAL analysis of the US Bureau of Labor Statistics” the Senior Living Industry has hit a 15-year all-time low.

Because of the shrinking Candidate Pool, Job Board Advertising is a poor solution for attracting “High Performers”, because “High Performers” are not looking at the Job Boards. Performance Breakdown Percentages of Senior Living Candidate Pool

Forbes: “The Cold Hard Truth Behind How Many Star Employees You Truly Have” by Henry Krajewski

According to McKnight, the leader in providing Senior Living ownership with the most current trends said, “Job Board Advertising often results in high quantity, but low-quality applicants”

Our All-Inclusive Search process gives us access to the “Top 5%” of the Candidate Pool that our clients typically do not have access to.

Our “All-Inclusive Search model” is based on 3 Principals:

1.Power in Numbers –The bigger the Candidate Pool, the more “high performers” you will attract.

  • We begin your search by creating a “Candidate Pool” of at least 150 to 500 employed candidates, including the “Top Performers” (top 5%) from your leading competitors.
  • We have a Data Base of over 30,000 employed Senior living Executives because we have specialized in Senior Living, placing over 900 Senior Living Executives over a 22 year period.

2.Aggressive Talent Attraction Strategy

  • We create an aggressive outreach strategy contacting 150 to 500 employed candidates’, multiple times, extracting the “Top 5%” from your candidate pool.
  • Our outreach includes your brand, your culture and your company’s data driven performance results that will attract the highest performers in your market

3.The Science of the Performance Based Interview (PBI) to identify “Top Performers”.

  • The PBI process allows us to identify candidates that actually have exhibited the behaviors in their past performance that will make them successful and most likely to succeed in their new job.
  • We interview 20 to 50 employed candidates to identify the “Top 5%”
  • We use a Zoom platform for the PBI and include the interview link when sending the candidates resume so you can hire from the top 5% of the candidate pool.

“High performers can deliver 400% more Productivity than average performers” Harvard Business Review

What are the key indicators that signal star potential? Research points to three general markers of high potential:

  • Ability – Is the individual able to do the job in question?
  • Social skills – Can this person establish and maintain cooperative working relationships?
  • Drive – is this person motivated to work hard, achieve, and do whatever it takes to get the job done?

Harvard Business Review “What Science says about identifying high performance employees”

If you need a “High Performer” to increase profits, reduce employee turnover and improve employee engagement please call, text or email Tom Zike MPH CEO:

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5%

TAILOR STRATEGY FOR ATTRACTING THE TOP 5% OF THE CANDIDATE POOL.

Research

ALL-INCLUSIVE RESEARCH
CREATING A CANDIDATE POOL INCLUDING ALL “TOP PERFORMERS”
(top 5%) IN CLIENT’S MARKET.

1st Interview

IDENTIFYING “TOP PERFORMERS” BY TESTING CANDIDATE”S ABILITY TO SOLVE PROBLEMS THAT FACE SENIOR LIVING – PERFORMANCE BASED INTERVIEW (PBI) – Zoom Interview.

Support

SUPPORT CLIENT’S CANDIDATE
SELECTION AND OFFER ACCEPTANCE
PROCESS.

Follow-Up

FOLLOW-UP MEASURING CANDIDATE’S
DESIRED PERFORMANCE ON NEW JOB AGAINST CANDIDATES
ACTUAL PERFORMANCE.

Five Year Follow-Up

  • 30 day follow up to get first impressions
  • 90 day follow up to measure expected performance
  • 180 day follow up continuing to measure expected performance
  • Yearly follow-up through the 5th year