September 2025: Getting the Right People in the Right Seats
Strategic Talent Decisions That Build Long-Term Success
September 2025: Getting the Right People in the Right Seats
How Strategic Talent Decisions Save You Money and Build Long-Term Success
In behavioral health, finding and keeping the right people is one of the biggest challenges organizations face. At our September 9th Masterminds session, we explored how hiring practices, the interview process, and employee satisfaction all tie directly to company reputation, operational efficiency, and long-term growth.
Thank you to our guest, Jordan Young, CEO & Founder of Jordan & Associates Consulting, for sharing real-world insights on recruitment strategies, compensation, advancement opportunities, and leadership’s role in building stronger teams and improving employee retention.
Missed the session? Watch the full recording here:
Passcode: P+6Ef0Ze
Industry Landscape & Hiring Trends
As the behavioral health field continues to grow, so does the competition for top talent. Job seekers now have more choices than ever, which means providers must sharpen their hiring strategies to attract and retain the right people.
📊 Key Insight from Jordan & Associates Healthcare Employee Survey: 78.3% of candidates who accepted a new role in the past year were interviewing with multiple companies.
What this means: The competition is fierce, and organizations must differentiate themselves with stronger recruiting practices, a clear value proposition, and a streamlined candidate experience.
The Interview Process: Getting it Right
A strong hiring process sets the tone for future success.
Who’s involved: Interview panels should include people who know what success looks like in the role.
Process clarity: Clearly outline steps and timelines to candidates.
Decision-making: Avoid “consensus hiring.” As Jordan noted, “consensus is senseless.” Final decisions should rest with the right gatekeepers, not groupthink.
Training, Development & Retention
Hiring the right people is just the first step. To build lasting success, organizations must focus on what happens after day one—investing in training, development, and strong leadership to keep employees engaged and growing.
Why candidates choose one role over another:
Company reputation (internal + external)
Leadership and culture
Clear training and development opportunities
Why employees stay:
Advancement opportunities (48%)
Satisfaction with their current role (45.5%)
Confidence in company direction (31%)
📊 Key Stats:
57% of employees rank compensation as the top factor in satisfaction.
61.4% of healthcare workers stayed with the same employer for a full year.
Real-World Lessons: The Cost of Poor Hiring
Insights are powerful, but the real impact comes through experience. Jordan shared case studies that reveal how poor hiring decisions can ripple across an organization—damaging reputation, straining operations, and creating costly setbacks.
Reputation risks: Negative candidate experiences spread quickly in the close-knit behavioral health community.
Operational drag: Hiring without clarity on role expectations leads to turnover, wasted resources, and misalignment.
Leadership impact: Every interaction with candidates reflects leadership’s commitment to culture and vision.
Key Takeaways
✅ Hiring is competitive—clarity, speed, and reputation matter.
✅ The right interview structure ensures stronger long-term fits.
✅ Training and advancement opportunities drive retention.
✅ Poor hiring decisions are expensive—both financially and culturally.
The bottom line? Your people are your greatest asset—and your biggest expense if not managed strategically. By being intentional at every stage of the talent journey, organizations can protect their reputation, reduce costs, and create a strong foundation for growth.