Recruitment and Staffing in Long Term Care with Alvin Kahn

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I was fired for killing a resident. Do you have position for me?

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Never that quite that. You know, there are times you have to be tested as

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people might have done things early in their life they regretted

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and they go for coming and they really are good candidate. We really try to

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look at the total person trying to get references with most

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cases. Welcome to

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the nursing home podcast. Your goto source for professional

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insights in the longterm care industry. You're from leaders and experts

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as they share current and practical insights to help make the most of your day.

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I'm the longterm care financial specialist. What that means is I help people

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plan for the inevitable. Nobody wants to think about getting

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old, but it's possible that someday we might need a little bit of care.

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Here's your host, nursing home administrator turned podcaster

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schmoel Septimatptimash.

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Welcome to this episode of the nursing home podcast.

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I'm really excited to do today's episode. Today I have with

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me Alvin Khan. Alvin is the principal and executive

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director of recruitment at Alvin Con and Associates and interview

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strategist. Well, we have an interview right here. So Alvin, thank you

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very much for taking some time and joining us here today

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on the nursing home podcast. So welcome aboard,

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Alvin. Thank you. Look forward. Okay,

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excellent. So you actually suggested

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when I posted on LinkedIn that we're going to start the nursing home podcast.

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It was requested people wanted to hear from you

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specifically and I'm really glad that we're able to make this happen together.

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So before we even get too deep into the

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show, if you don't mind, would you be able to share with us a little

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bit about how you evolved into the role

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that you play right now in the nursing home industry? So just a little

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bit, let our listeners know who you are briefly

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and maybe let me know who you are as well.

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Actually starts back about 30 years ago,

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I started recruiting for hospitals in an office

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called Daniel. Our office was part of

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a franchise of about 300 offices.

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Okay. And I started off working in healthcare with hospitals

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across the country. But eventually I moved up within the

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system into their corporate office and began working

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in training and also also recruiting for them. And then eventually I went

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on my own to start my own office, which is around 1995.

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And we really got very entrenched working with nursing homes and the rest

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of history. We worked with nursing home since right around 1995.

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Okay. So the nursing home industry is different from the other industries

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that you are working in. Again, going off script here

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a little bit, but what pulled you to the nursing homework? There's so many challenges

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in the nursing home world and you know,

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you are in the hospital world. Is there a specific thing that pulls you

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in this direction? I'll tell you, I didn't

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know anything about the nursing home ministry. I really never realized there

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was such a large industry out there when I first started working with them.

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But there was a group originally from Milwaukee, Wisconsin,

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and there was a group that had just started up and they were being involved

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with working in the rehab with the nursing home industry and

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they needed someone for their out east operations and they

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contacted me to add it up. So I got involved with them.

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In fact, I got very involved with them for about a year and a half

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and I was a troubleshooter. I helped them to fill all their positions,

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not only in New York and New Jersey, but we really helped

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them out in other states that they were having issues with. So I got

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very entrenched when their company was sold. I just continued on

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on my own. And both of these relationships with other clients

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and again, the rest is history. Got it. That makes sense.

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So that's how it kind of evolved into

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what it is today. So as a nursing home administrator,

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staffing is always a challenge.

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The most acute part of the challenge that affects,

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I guess the day to day operations the most is the nursing

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staff, nurses and teenage. Does your company deal specifically with

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upper level management, administrative directors of nursing or

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do you deal with even filling other positions?

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Well, when it comes to nursing, we do upper level management

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positions. We really don't get involved with nurse staffing as far

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as the staff part of it. But upper

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levels, from CMDs people to nursing directors

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and assistant directors of nursing, all the other positions

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within the facility, it could be administrative or

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staff within those areas such as social work or

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within food service, et cetera. Okay, so basically

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to simplify the management level and above you

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would help find and filling those positions. But the line staff,

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the nurses, the CNA, the staff in the kitchen and all that,

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so that would be on the facilities to fill those positions,

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is that correct? I was going to say really mostly for

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nursing we don't do the line staff, but for good clients,

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nursing is a whole other area. It really requires a company for the line staff

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to really be involved in that area. But the line staff within the other areas,

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we really help our clients out as much as we can. Okay, fair enough,

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that makes sense. So now nursing homes,

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everybody knows nursing homes, at least today,

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we're recording this now in May of 2019,

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they're not overflowing with cash and

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obviously if they can fill the positions themselves, they would.

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And the fact that they reach out to you to help fill these critical roles

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obviously is because you have the ability to do what they cannot do or you

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have the time or the resources. So what is the magic trick,

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if you don't mind sharing that you have the ability to

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find the right people and be

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able to fill these positions. You're not located near where

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all the facilities are. From what I understand,

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you work out of state as well.

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How do you identify a candidate and then know the right facility

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to introduce the candidate to? What do you do with the reverse? Do you take

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the facility and try to provide the candidate? Tell me a little bit more

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about that. We are very much joboriented so

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our clients we have many, many positions that work in center office here

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we're quite busy, so we really choose

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really to work hard. When we take a position, we're very motivated to

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fill them. Our clients, when they call us up, they really believe that we

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are going to do it and we obviously work our best and we try to

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be very successful. Not always, but we always work very

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hard to fill the positions. Why do they use us really

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is because a lot of times searches are confidential. They know that when

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they deal with us. We have a reputation of being extremely confidential when

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we do our searches, not only from the point of view, from the employer,

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but also from the candidates. Candidates these days are very concerned

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about their present facilities, hearing about

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them potentially leaving and they're worried about jeopardizing their jobs.

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Correct from both ends. We're very extremely confidential and we don't

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just live in our past. We work really hard.

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We can make 100 phone calls to find a person. It's not unheard of.

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We don't just live on what we have in our computer base or other

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things that would be not requiring much work. We are very hard

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working and we're not satisfied just finding a person. We really want

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to find the right person and that's what motivates us.

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Again, I don't think we've worked directly in

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my past life as a recruiter and as a recruiter, as administrator.

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However, is there a direct correlation between the

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reimbursement for your services and the length of time or

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is it just like if they pass a certain threshold then it's done?

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Let me just add to that the reason why I'm asking. I'm not asking for

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the specifics of how much it costs for per employee and all

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that. If anyone's interested, we'll leave that information at the end of the episode

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and on the website as well. I'm just asking because

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how much is the fee for service tied

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to the ultimate success of the

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employee? I would tell you just last

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week we do quite a number of places in the office. We did

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a placement for one of our clients. That was probably the lowest placement fee

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that we've done in a long time because he's a good client in one position

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filled and we helped them out with it. It probably took

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as much time, if not even more than, let's say, other placements.

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It didn't stop us by trying to cut

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the time down because of the lower place and we just were not motivated

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only by money. We're motivated by making our clients feel that they made the right

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decision by using us and that they have a good person that have found otherwise.

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Okay,

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fair enough. Now, do you find,

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like you mentioned, you could go after the Quick Sale, so to speak, and place

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somebody in there, but it sounds like you've been doing this long enough that

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when you do make the right recommendation and they

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stay there long enough so they're going to kind of adopt

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you as their company whenever they need to fill these positions. Is that

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kind of what happens? I would say.

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I think the companies that we've been working with for the last 15 years and

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we have many clients that are still with us after all these years, they know

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we don't waste your time by sending over people that are just entitled,

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doing that type of work, but are not qualified. We really scrutinize resumes.

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We really spend a lot of time qualifying people so that when they get there,

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officials know that they're not just calling someone or just taking our word,

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but they're hopefully getting someone there would be a good potential for.

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Okay, that's awesome point that you bring. So I've had to hire

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myself, many even management level,

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I've had to search and go through tons of resumes. I've done that,

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indeed. And sometimes Craigslist or wherever

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people are looking at that point for job postings.

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And a lot of these automated systems you can get indeed,

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specifically, you can get six, seven, eight pages

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of results for very specific targeted sponsored ads.

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And you'll get, in my experience, then sometimes 90%

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garbage, 90% that it's not even worth clicking to

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see the resume I'm looking for, let's say a

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marketing director or admissions person, and this one is a manager

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at Dunkin Donuts. And no, thank you.

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Actually, the percentage again, this is not scientific

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numbers, but I found that maybe five or ten, maybe 15% are

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actually people who have nursing home experience under their belt

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and are actually looking for a job and even recruiters sometimes.

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If you have a company that doesn't do what you just described,

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you may get a little bit more

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focused or direct targeted list of resumes, but they're

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not people who there's a mutual interest.

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They're interested in the jobs, interested in the location, and maybe

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interested in hiring them. So that's definitely a very

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big piece. In other words,

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you're not just throwing a bunch of resumes at your clients and seeing

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what sticks, but when you're handing it over, you're handing over

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something that has a very good chance of survival. I would say that

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one of the reasons that we are successful, if we define success as

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being in business for such a long time, is because we don't do that.

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I mean, people we just had another group just call us last

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week because they said, we're very frustrated. We've been using one or two firms and

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all they do is send over resumes. They don't really know what they're

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sending over. They just have a job description similar to what we're looking

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for, but none of the people are really qualified. We really need someone to really

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be able to sort out these resumes and know about the people and be able

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to tell us about these people and tell us why they would be a good

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fit for us. And that's what we do. We just had to hold onto resumes.

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It just doesn't work right. So now, getting back so

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a lot of our listeners are administrators or

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other people with different roles in

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the nursing home industry. So from your perspective,

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do you see any blatant almost like

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errors or mismanagement from the nursing home

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operation inside? In other words, you have the ability

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or shall I say the luxury of seeing operations

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from I don't know if it's a bird's eye view or from down the block

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or whatever euphemism you want to insert. Is there

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anything that comes to mind? How could they really be doing this? But you know

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what? I'm just a recruiter. I'm going to put my nose down and just do

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what I do. Does anything jump to mind or the opposite? Oh my

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goodness, that's so innovative and that's so outstanding, what a particular

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company does. Do you ever get like such AHA, moments either

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for good or for otherwise? Well, I'll tell you, I don't know

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if necessarily with clients, but when we have candidates, a lot of the times

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the candidates will tell us when we ask them for the reason they're looking

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to make a change. Sometimes they get a little bit more expressive

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and I really don't want them to go into things that

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really are none of my business, especially from where they're coming from. I know there's

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always two sides of the story, but with our clients per se, I think

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we know them pretty well. But I don't know. We know all the workings within

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their facility, but we really pick and choose our clients also and

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we really get to know them pretty well. And I don't think that there

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are any issues that we need to know about that we don't hear about them,

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but we really just generally are not a part of that. Okay, well, first of

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all, you know what they say there's actually three sides to every story right

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there's my side, your side, and the truth.

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This may be valuable as well. So you

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have an employee that approaches you.

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How does a potential employee need to reach out to a

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recruiter? Are you online somewhere? Let's say I'm an

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administrator, I'm in Massachusetts and I'm looking out for another position.

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How would I know to reach out to you or any recruiter?

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Well, I'm sure every recruiting office has their own ways to promote themselves.

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Okay? We've been doing it for so long that our name is out

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there, but for many people they're not aware of us. We have a LinkedIn

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profile. We really do a lot of postings or we

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do advertising and we just do word of mouth. We get

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many candidates calling us because they've heard about it from other

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people that we place to work with. The same goes with nursing homeowners.

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We get a lot of referrals from owners that have told them to contact

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us. We are doing pretty well in that regard.

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Excellent. You have marketing light, so to speak, the proactive

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marketing. And then the word of mouth goes even further, apparently.

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So do you have employees that come to you

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and they ask you or they share information that they shouldn't

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share? I think it's going down that road. Before I was fired for killing

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a resident, do you have a position for me? Maybe not

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something as drastic, not that quite that

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drastic. We've had a couple, but there are times you have

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to be sensitive. People might have done things early in their life that they regretted

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and they've overcome. And they really are good candidates. And we really

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try to look through everything to make sure that if they really are qualified and

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they're a good candidate and they've done their repentance

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or whatever it would be called, they might be very viable candidates.

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We really try to look at the total person, try to get references within

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those cases. And if somebody is really, truly bad, we obviously

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will not work with them. Right,

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that makes sense. We've had times someone comes back with a bad

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background check, but it happened 25 years ago.

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So if you just look at it with just black and white,

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I'm sorry, we can't accept you. But if you do

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a little more digging, sometimes it can be amazing. And unfortunately,

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or maybe fortunately, that cannot be erased or

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cannot be erased yet. And you still need to know that whatever had happened,

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occurred. But at the same time, it's not always automatic.

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It's a dangerous path to go down, but it is

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true nonetheless. But it's also important for these types

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of situations and that's what we all can be upfront until everything

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while it's right to be told it's not good when you're doing a job offer

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to start bringing out things that we should have known in the beginning. So we

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also people really try to trust us and be honest with us. I really

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try to build up a relationship with candidates and not just being a detective.

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It's really getting to know them on the phone and spending time with them because

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I don't want to know anything at the end of the process that

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really would impede their being hired. We really need to be a

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friend. And that's one of the things that I realized when I talk to potential

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and do they respond in contact? Do they actually share

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exactly what's going on? Do you find it so hesitant?

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Well, I'll tell you when you've been recruiting for a long time,

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we do it only on the phone. I very rarely meet the people that we

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place or talk to. You really get to listen to them. You listen to

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things that would be potentially red flags. And you really have to be a good

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listener if you're a little bit of a psychologist, social worker and really

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work with people, understand them to listen to what they have to say and make

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sure that you don't let anything go by. There would be potentially something that should

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have been asked. Don't avoid things because you're afraid to hear them. Better to hear

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them and make decisions based on the truth and don't avoid it.

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Wow, so that's so interesting.

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That is fascinating. I didn't know

17:51.205 --> 17:54.582
that. So you're saying you're recruiting people, you're filling positions.

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These are high level positions where the match between the

17:58.555 --> 18:02.202
employee and the employer in the organization and the background, the culture,

18:02.307 --> 18:05.797
all these factors are it's so complex and so

18:05.830 --> 18:09.342
important that you get it just right and your firm has the ability

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to do that just over the phone. Is that common practice? Do all recruiters do

18:13.345 --> 18:17.002
that or is that something unique to your firm? Well, there's two

18:17.020 --> 18:20.902
types of recruitment. Once a retainer and one is a contingency retainer. Firms are

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paid in advance to bring people in and spend a lot of time with them

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and qualify them by being paid in advance. The contingency

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search firms, of which we are really we don't get paid until

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after our person's hired and he's been there through the probationary period

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of time. It's next impossible to eliminate everybody because,

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I mean, we talk to so many people in the course of the day.

18:42.730 --> 18:46.672
So it's really important that we have the experience and know how to

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really qualify someone over the phone. It does take a lot more experience.

18:50.737 --> 18:53.992
I see. But other recruiters that work,

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let's say on a contingency basis like you do, do they also work exclusively

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over the phone? Either way is fine. I just didn't realize that

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I would think that most contingency search firms are similar to

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us, that they would be on the phone. I mean, there are times we'll meet

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somebody if we really feel that it's necessary or we're able to

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do it. But you talk to people from all over and also when people

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come in and meet with you in person, it does take up a lot of

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time. And for all the potential candidates that you talk to for any given

19:20.515 --> 19:23.572
position, there would never be enough time in the day to do. Got it.

19:23.605 --> 19:26.452
Do you ever have these types of conversations like we're having right now with a

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video conference? Well, this is my first video conference,

19:30.132 --> 19:33.082
so I can't say that I don't feel nervous a little bit, so I know

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what it's like to feel like a candidate now. Interesting so

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it's definitely not done in this format.

19:41.137 --> 19:44.902
I just find that fascinating. It is

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a trend though in the future and we are really getting more into the likelihood

19:48.867 --> 19:52.477
of starting, doing more Skyping and FaceTime with candidates over to the

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computer. It's not as time consuming because when you're done, you're done and

19:55.855 --> 19:59.452
sometimes it would be more helpful. So that's definitely a trend that

19:59.470 --> 20:01.897
we look definitely towards doing.

20:02.005 --> 20:05.707
Okay, that makes sense. That might

20:05.860 --> 20:09.397
make my next point a mood point. But this is

20:09.430 --> 20:12.997
a podcast which is by definition podcast is an

20:13.030 --> 20:16.550
audio experience. We are recording the video as well.

20:17.137 --> 20:20.677
But having said that, as much

20:20.695 --> 20:23.842
as we're advancing and audio is like

20:23.890 --> 20:27.552
from the radio age but the podcast

20:27.582 --> 20:31.522
industry has already exploded from something that was

20:31.555 --> 20:34.972
like an app on the iPhone back in 2007,

20:35.005 --> 20:39.067
2008 when it was just starting. And people

20:39.115 --> 20:43.162
are really connecting and people building a multimillion dollar business

20:43.225 --> 20:47.292
just off of their podcasts and the services that they offer related

20:47.352 --> 20:51.352
to it. And because people are consuming audio and

20:51.445 --> 20:54.847
really changing based on what

20:54.880 --> 20:58.550
they listen to and how they engage. My point is

20:59.287 --> 21:03.217
working on the phone is really age old,

21:03.265 --> 21:06.817
time tested thing and as much as technology has

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advanced, a conversation, a two way conversation, like you said,

21:10.435 --> 21:14.422
with listing of both sides, can really go very far

21:14.455 --> 21:17.525
away, very long way. Now,

21:18.337 --> 21:22.002
is there any piece of advice that you wish you would have gotten?

21:22.182 --> 21:26.007
You've come quite a long way. You've created this company in this firm,

21:26.097 --> 21:29.362
you've worked with these clients for quite a few years

21:29.500 --> 21:33.217
and you have a name in the industry and you

21:33.265 --> 21:36.922
sort of like you described earlier, became like a go to resource for those

21:36.955 --> 21:40.567
looking to fill these positions in the nursing home industry. Is there any

21:40.615 --> 21:44.097
piece of information that you wish you would have been told earlier

21:44.142 --> 21:47.450
that could have accelerated the growth of your business?

21:48.112 --> 21:50.600
Have you been told us as you were starting out?

21:52.537 --> 21:56.737
Well, I guess if I was going back to that thought,

21:56.875 --> 22:00.247
people were always guiding me and telling me how to do this

22:00.280 --> 22:03.262
and how to do that. I think that you have to have a good person

22:03.325 --> 22:07.167
to mentor you and to train you and you have to use your own creativity

22:07.227 --> 22:10.882
and your own resources. I guess

22:10.960 --> 22:14.607
if somebody would have told me be somewhat independent, avoid relatives

22:14.622 --> 22:18.052
and friends that want to help you and don't be a social worker when you

22:18.070 --> 22:21.297
work with candidates, be a recruiter because time is of the essence.

22:21.342 --> 22:24.822
The only thing that you have to be successful with as a recruiter

22:24.942 --> 22:28.747
and to work in the search industry is to really watch your time and

22:28.780 --> 22:32.452
don't go off a wild goose chase. I wasn't told that,

22:32.470 --> 22:35.452
but if someone would have told me that, I would have appreciated it. So in

22:35.470 --> 22:39.127
other words, I guess what you're describing is a

22:39.145 --> 22:42.772
couple of things. First of all, don't listen to everybody else's advice and

22:42.805 --> 22:46.872
just apply it because you need to apply your own personality

22:47.067 --> 22:50.982
in order for you to ultimately be successful. No one else's advice works perfectly

22:51.072 --> 22:53.300
for anyone else because we're all different.

22:54.037 --> 22:57.972
But you're saying in addition to that, it sounds like that. Maybe in the earlier

22:58.017 --> 23:01.872
days there was lots of conversation that wasn't

23:01.917 --> 23:05.962
focused on results. Perhaps. And you've learnt how to direct

23:06.025 --> 23:09.877
the conversation in a way that solidifies. The relationship and

23:09.895 --> 23:13.057
gives you the answer to the questions that you need to know if

23:13.060 --> 23:15.772
this is the right fit for a particular clients or to know, I guess,

23:15.805 --> 23:19.297
which bucket to put the prospect in. Is that pretty

23:19.330 --> 23:23.272
much sounds right? Yes, I would say so. I guess

23:23.380 --> 23:27.127
you just have to know what searches you should

23:27.145 --> 23:30.702
do. There's like a circle of searches

23:30.732 --> 23:33.982
that you do that are very common. It's not always good to be exotic and

23:34.060 --> 23:37.257
go into searches that you can't use the end results for and that's

23:37.272 --> 23:40.452
why it's good to be staying focused within an industry that you're

23:40.482 --> 23:43.942
very familiar with. And when you do searches, there might be

23:43.990 --> 23:47.377
potential for the candidates you found that were not for that search but might

23:47.395 --> 23:51.567
be appropriate for future searches. So it's good to stay focused and to stay specialized

23:51.627 --> 23:54.500
within the industry. Got it. Now,

23:55.312 --> 23:59.017
if you're talking to someone else who's starting out their business

23:59.065 --> 24:02.482
and they're in the early stages, even if it's not a recruitment business, but more

24:02.560 --> 24:04.700
on a general business level,

24:05.812 --> 24:09.577
is that the piece of information that you would want to share with them as

24:09.595 --> 24:13.422
well? Or is there something else that comes to mind from your earlier

24:13.467 --> 24:16.882
days? I would say

24:16.960 --> 24:20.707
really, because I've been in the recruiting for so many years, if somebody was

24:20.710 --> 24:23.902
going to start off, at least in this industry, I would tell them to make

24:23.920 --> 24:27.127
sure that there was a reputable company and they have a person there that can

24:27.145 --> 24:30.547
really mentor them well and so on. They would really help them to grow whether

24:30.580 --> 24:33.772
it would be a future within the company. I'm very fortunate in my

24:33.805 --> 24:37.237
company. The people that work in this company

24:37.300 --> 24:40.897
are very hard working, they're very dedicated, they're very loyal, they think

24:40.930 --> 24:43.642
out of the box and I'm very fortunate to have been able to have found

24:43.690 --> 24:46.775
these people to be a part of our office. Okay,

24:47.287 --> 24:50.762
again, we don't have everyone else on your office on the podcast

24:51.112 --> 24:54.802
to counter, but every good organization needs to have

24:54.820 --> 24:59.022
someone on the top to make everyone has their creativity,

24:59.217 --> 25:02.917
but a good leader knows how to allow them to shine and

25:03.040 --> 25:05.677
not tell them what to do. So what you said before, they wish someone would

25:05.695 --> 25:09.217
have told you don't use any off the shelf advice and just

25:09.340 --> 25:12.847
let that be your business model because it

25:12.880 --> 25:16.632
just doesn't work that way. You need to apply your own unique skills

25:16.647 --> 25:20.272
and backgrounds and experiences in order

25:20.305 --> 25:24.052
to be successful. Now there's a lot of different parts that we're going to try

25:24.070 --> 25:26.842
to wrap up here a little bit, but there's a lot of different parts to

25:26.890 --> 25:30.862
what you do. And is there any one particular

25:31.000 --> 25:34.707
part of the business that really lights

25:34.722 --> 25:38.152
you up and gets you excited? And that's the part that you do

25:38.170 --> 25:41.227
for free. The clock just takes by and you

25:41.245 --> 25:44.977
don't even realize that you're doing it. And that makes you feel

25:45.145 --> 25:48.502
almost cheating of how enjoyable it is.

25:48.670 --> 25:52.312
Is there any particular one aspect of the business that kind of gives you

25:52.375 --> 25:55.927
that high? It doesn't have to be, well, I'll tell

25:55.945 --> 25:59.047
you, it's really amazing that I really like

25:59.080 --> 26:02.922
making places. Some people say, of course, because you're making money. But I haven't lost

26:02.967 --> 26:06.322
the thrill of wishing people congratulations. I have this

26:06.355 --> 26:10.147
thing that we make toast with all the candidates that I placed after we

26:10.180 --> 26:13.102
place them. We meet and we talk and we kind of rehash and we go

26:13.120 --> 26:16.807
through everything. I get really excited when I find a position for somebody,

26:16.885 --> 26:20.602
especially with a person that really wasn't able to find something on their own and

26:20.620 --> 26:24.477
for a cut and for a client that really was not having success filling

26:24.582 --> 26:28.192
this position their own. I really, really enjoy helping people

26:28.240 --> 26:31.297
out. I guess maybe that's one reason that I've been so happy doing this,

26:31.330 --> 26:34.642
because as much stress as there is in helping people

26:34.690 --> 26:38.362
on that finding, the feeling has never left me

26:38.500 --> 26:41.932
as far as placing stuff and seeing everyone being really happy. It means a

26:41.935 --> 26:45.187
lot. Awesome. I mean, everybody needs that.

26:45.325 --> 26:48.702
And it pains me when I hear this goes back to my other podcast.

26:48.732 --> 26:51.997
I love your Ninetofive show where it pains me to hear when people

26:52.030 --> 26:55.327
are stuck in a business sometimes that they created themselves,

26:55.420 --> 26:58.657
that they really don't enjoy it. And ultimately those are the

26:58.660 --> 27:01.857
people that many times are not successful. Because if you're

27:01.872 --> 27:05.227
not loving what you're doing, not it's going to work. And I'm glad that

27:05.245 --> 27:08.647
you still get that high, so to speak. Not so to speak.

27:08.680 --> 27:11.562
You do get that high. We actually make that placement.

27:11.637 --> 27:15.552
Oh, thank you very much, Alvin, for coming on the nursing home podcast.

27:15.657 --> 27:19.612
Really appreciate you taking some time out of your busy schedule for to record

27:19.675 --> 27:23.227
this episode together. If there's any one piece of

27:23.245 --> 27:25.957
parting advice, I'm going to put you on the spot here a little bit.

27:26.110 --> 27:29.675
There's any one piece of parting advice that you would give to

27:30.037 --> 27:33.697
a facility or a potential candidate that would

27:33.730 --> 27:36.952
increase their chances of either for the

27:36.970 --> 27:40.357
facility finding the right candidate or for the candidate finding the

27:40.360 --> 27:43.657
right facility. Is there any one piece of advice that

27:43.660 --> 27:47.300
you would give them? Well,

27:47.662 --> 27:50.872
that's kind of kind of like a loaded question to answer. I guess the most

27:50.905 --> 27:54.322
important thing is the person really has to know what they want and they really

27:54.355 --> 27:58.597
have to know where they're going to and people. Should do their research for

27:58.630 --> 28:01.927
the facility that they're applying to, and if they really felt that this is a

28:02.020 --> 28:05.377
position that they would like to go for, they should really do research on the

28:05.470 --> 28:08.902
facility to make sure it's right. But in the facility should also do their

28:08.920 --> 28:12.502
checking at the appropriate time after they interview the

28:12.520 --> 28:16.347
person, not before. We don't want to get anybody's job potentially jeopardized

28:16.392 --> 28:19.477
by someone hearing about it, but everyone should do their checking and they should do

28:19.495 --> 28:23.092
the research and really take it seriously. Okay,

28:23.215 --> 28:26.827
that definitely makes sense. Okay, perfect. Thank you

28:26.845 --> 28:29.662
so much, Alvin, for coming on the show. I really appreciate it.

28:29.800 --> 28:33.322
And where is the best place if people want to learn

28:33.355 --> 28:36.952
more about you or your services? Is there anyone placed what's your

28:36.970 --> 28:41.692
website and where can we send them? So Alphencon.com

28:41.740 --> 28:45.082
is our website and we have a presence in LinkedIn. The name of

28:45.085 --> 28:47.462
the company is called Alfoncontin Associate.

28:48.862 --> 28:52.222
They can kind of associate. Okay, excellent. Thank you so, so much

28:52.255 --> 28:55.447
for your time. I really appreciate it and I can't wait for it to share

28:55.480 --> 28:58.972
this with our listeners who shared quite a perspective on the

28:59.005 --> 29:02.497
industry which many people may not even

29:02.680 --> 29:06.427
realize. That unique perspective. Thank you so much. Thank you very much.

29:06.445 --> 29:09.212
I really appreciate it. It was definitely enlightenment.

29:19.312 --> 29:23.622
Thank you for listening to this episode of the Nursing Home Podcast.

29:23.817 --> 29:27.127
Be sure to head on over to itunes and check out

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