It is no secret that hiring top talents can be quite hard. It is an intrinsic procedure that involves the joint efforts of the recruiting teams and marketing departments to seek for potential employees that would be valuable to the organization.
Joseph Jedlowski (MBA, MHA) has been a verified professional in operational and financial executive management for over fifteen years. Before the establishment of Distinctive Living, he was the President of Milestone Retirement Communities LLC for several years.
Consequentially, he was responsible for growing its portfolio, strategizing the implementation of its vision, and developing tailored solutions that consistently optimize the organization’s initiatives, cost controls, and performance.
Distinctive Living is an organization dedicated to developing senior living communities that provide a holistic approach to wellness and a thriving environment. Mr Jedlowski, amongst others, is the Board Chairman of Arizona Assisted Living Federation Association, Executive Board member of the Florida Senior Living Association, an active member of the American Geriatrics Society and the American College of Healthcare Executives.
In this our interview with Joseph Jedlowski, he will share his methods of hiring top talents for his business ventures.
Please can you share with us how you advertise your search for candidates?
In recruiting talented employees, I make use of recruitment marketing which is the process of employing marketing strategies to attract, communicate with, and accept individuals into organizations. It involves positioning our company as a valuable brand to encourage prospects to apply for our positions.
Also, we post our positions on our company’s website, job seeking websites, and our pages on various social media networks.
Where do you source for employees?
There is no limit to my pool of prospective candidates. My recruiting pool for candidates includes business events, referrals from family, friends and current employees, and applications on social media platforms such as LinkedIn.
Are there features you are particularly fixated on when recruiting candidates for your businesses?
Yes. When selecting employees, there are qualities I look out for. These qualities include the long-term values of such workers if recruited, their abilities to produce expected results, and their abilities to adapt to our work environment.
Also, our employees must be responsible and accountable for every action they make. Creativity is another essential quality that is preferred in our employees. They must be able to provide unique solutions to daunting tasks that may arise along the line.
In the event that you are stuck with selecting between two prospective candidates, how do you make your choice?
In the event of such, in which both candidates possess the aforementioned qualities, it boils down to their passion for the job. My employees must be very enthusiastic about the company’s success and willing to go the extra mile to push the company forward.
In addition, they must be able to fit in. We are a team. It would be disastrous to introduce someone that is not team-oriented into my work force.
What are some benefits that have been advantageous to your businesses since you started hiring premium candidates?
There have been numerous advantages that have been brought about by hiring top talent. Top talent recruits are essential to developing a company.
Since the recruit of these brilliant minds, the company has generated more revenue. Its productivity levels have also skyrocketed and is still moving up the ladder.
Hiring premium candidates has also generated a friendly competitive edge amongst coworkers, that motivates everyone to give their best.