Start using less traditional job posting methods to reach the best 85% of potential eyecare professional employees.
Your current hiring methods are likely only reaching 15% of available eyecare professionals (ECPs). You’re missing a substantial 85% of potential ECP candidates, and the ones you’re not reaching are actually those who would make better employees in the long run. Here’s why: According to market research, only 15% of eyecare professionals are actively seeking new employment. We call these active candidates.
Active candidates are the eyecare professionals who primarily fill the open opportunities, sending their resumes to hiring managers, reaching out to professional networks and applying to job boards. Active candidates are actively looking for work but are not necessarily unemployed. These are the people who are seeking new opportunities and are proactively trying to find their next position, but you are already aware of everything you need to know about active candidates.
THE OTHER 85%
Passive candidates are the eyecare professionals who are currently well employed and not actively pursuing a change, but they are always open to growth opportunities and have potential long-term value to your practice. Passive candidates typically make for better employees than active candidates, according to The Undercover Recruiter.
Targeting passive candidates is critical to a successful hiring strategy, especially in as niche a market as eyecare where there is more demand than there is supply.
So how do you reach that 85%? It is difficult to identify and pursue a passive candidate through traditional staffing methods. They aren’t actively applying to your ads online, and they are often reluctant to negotiate a career opportunity due to confidentiality concerns. Truth be told, passive candidates won’t just talk to anyone who reaches out to them with a career opportunity.
It is your job to help them see that shining career by putting it clearly within their focus. Once they see how good your job makes their future look it will be difficult for them to look away. In the workplace, these types of applicants are best reached through personal connections, trust and effective job promotion.
The most important factor when attracting and engaging passive candidates is establishing a relationship and building trust. Before a passive candidate will entertain your career opportunity, they have to trust that you have their best interest in mind and won’t go submitting their resume to every practice in a 20-mile radius. Once you have established a reputation of confidentiality and trust, the lines of communication will be open.
Passive candidates aren’t hanging around on job boards and traditional employment sites. To attract passive candidates, position careers so they show up in the places where we find them. State associations, alumni networks, national eyecare boards, industry forums, and industry groups and social media pages are all conducive to attracting passive talent where they are already browsing.
For good reason, 92% of companies use social networks to recruit candidates. A quick tweet or post is highly sharable, can reach a great number of people very quickly and is easy to respond to. Communication over social media is a lot less formal and garners a higher response rate than other avenues of communication such as email or advertisements. This informal communication is especially important when recruiting eyecare professionals as it is more conducive to relationship building.
Not many candidates are willing to chat about a career with someone they do not know, so make yourself known among those passive candidates and start reaching the other 85% of ECPs who make for the best employees.
Charisse Toale, MBA, ABO/NCLE, is president and senior recruiter of imatters eyecare staffing, a network of over 150,000 active and passive eyecare professionals with solutions for every budget and hiring need. Visit imatters.net, your go-to resource for hiring ECPs.