When a director of nursing leaves an aged care home, the gap shows within weeks. Agency use goes up, documentation slips, staff start looking, and families notice. Here's how I approach a director of nursing search, and what I'd tell any provider before they advertise.
What a good director of nursing actually does
The title covers a lot. In one home it means running clinical care day to day. In another it means leading a team of clinical care managers and carrying the home through accreditation. Before anything else, be clear which one you need, because the people who are good at each are different.
The strongest directors of nursing I've met share three things: they can hold a clinical standard under staffing pressure, they can talk to a family, a regulator and a board in the same week, and they stay. That last one matters more than any single skill.
Why the role sits open
Most capable directors of nursing aren't looking. They're running a home well somewhere else, and they don't read job boards. An advert mostly reaches people who are unhappy where they are, which isn't the same as people who are good.
The other reason is the pitch. A role described as compliance, rosters and paperwork loses the nurses you want. They move for a home they believe in, a manager they trust and the authority to fix things. If the ad doesn't say that, they won't call.
Write the brief before the ad
Four things make or break the search: why the role is open, what the first six months need to fix, who the person reports to, and the real package. If the last director left because of the operator, a candidate will find out in one phone call. It's better to say it and explain what has changed.
How to assess candidates
Ask for examples, not opinions. How did they handle a staffing crisis on a weekend? What did they change after a serious incident? What happened at their last accreditation visit, and what did they do about the findings? Good directors of nursing answer those with specifics, names and dates.
Take references from people who worked under them, not just above them. Staff turnover in a director's previous homes tells you a lot.
Make the offer land
Compare your offer with what the candidate earns in total today, not just their base. Show the whole package in one place, be straight about on call, and make the offer within two days of the final interview. Good candidates rarely have only one option.
Common questions
How long does a director of nursing search take?
I name a shortlist date in writing before I start, inside 21 days. You get a written update every Friday until the role is filled.
Do you recruit for regional aged care homes?
Yes, Australia wide. Regional roles need a different pitch and I'll be straight about what it will take.
What does a director of nursing search cost?
18% of first year base salary plus super, plus GST. Nothing up front and nothing at all if the search fails.
Want me to run the search?
Nothing up front, nothing at all if the search fails, and a six month replacement guarantee. The fee is 15% of first year base plus super for standard roles and 18% for directors of nursing and senior leaders, plus GST, payable within seven days of the start date, or spread over six months interest free through APay.
Send me the brief. Four lines about the role is plenty, and I reply within 24 to 48 hours. More on director of nursing recruitment.
