Optimizing Your Candidate Search

Agenda Active vs. Passive Recruitment/Candidates Reasons Candidates Aren’t Responding to Your Job Postings - and How to Fix Them! Best Practices

Knowledge is power

The Cost of Physician Vacancies

Active, Passive, Aggressive Job Postings Referrals Contingency Search Firms Networking Database Work – ing and Calling Retained search Specialty conferences Direct mail campaigns

Active Candidates Make up majority of visitors to corporate classifieds Respond to passive recruitment Yields potentially less experienced or qualified candidates More likely to respond to job postings May be unemployed, looking for their first job or next job

Passive Candidates Passive Candidates Currently employed Require active recruitment More likely to peruse job postings without registering More cautious and more fickle. More to lose. Responsive to high quality job postings Seeking Career Advancement, not just a job

“I find the best quality applicants from…” 56.9% Job Boards 13.7% My Website Source: Weddles 2012 Survey International Association of Employment Web Sites

You must provide information and services that appeal to 100% of those looking for jobs—both active candidates and passive prospects.

Educate Be a career resource – not just a job posting Residency program outreach Produce newsletters, e-newsletters, social media, blogs First impressions matter! Provide higher quality job postings

Relationships Persuade top talent to want to make a change Build relationships – get to know them personally Become a part of their circle of trust Nurturing passive candidates requires you to be active

Acquisition Job boards Referrals Candidate search ing Print advertising Residency outreach Social media Networking Direct mail Conference exhibiting

Who am I really trying to recruit?

Is my headline inadequate?

Is it appealing and creative?

Is it one-sided?

What will they get to do? What will they get to learn? What will they get to accomplish? With whom will they get to work? How will they be recognized and rewarded?

Too generic?

Persuasive enough?

Best Practices

Specialty Meetings Go directly to them! Thousands of prospects Networking

Training Be an education and career resource Build the relationship Gatekeepers provide educational value. Who are they: Chiefs Program Coordinators Program Directors

Candidate Search Never assume Advanced search Be creative Multiple searches Keyword search

It’s your first chance – make the most of it Keep subject line short Be cognizant of day & time Include most important points Use a hyperlink for additional information Make it personal – address them by name Don’t overdo the graphics Tell them why you’re interested Optimize for mobile viewing Test the Analyze open rates Save successful messages as templates

Print Maximize your reach Targeted niche publications Integrate ad campaigns into print and web Consider both your advertising budget and the expense of an unfilled position Include location Actual location Geographic context Digital options How does it read online? Make applying effortless

inDepth Candidate Interviews PracticeLink Candidate Profiles InTouch Physician Career Fairs PracticeLink Magazine inPerson Conference Leads PracticeLink Job Bank and Active Candidate Database YOU

Questions? Thoughts? Thank you!