Physician job seekers fall into two broad categories: active and passive. While active job seekers are ready to move on to a new position, passive job seekers aren't in any rush. Typically, this group is mostly satisfied with their current position, but they would consider another opportunity under the right circumstances.
Passive job seekers are open to hearing from recruiters, but they don't always respond in a timely manner, if at all. So how do physician recruiters engage this audience segment? Cold calling and emails are less effective with this group, compared with active job seekers. To capture the attention of passive candidates, recruiters need to get strategic with their communications.
Share a compelling story
To put things simply, passive job seekers are paying less attention to job posts than active candidates. Therefore, your messaging needs to be attention grabbing. Pinpoint one or two things that make your organization stand out from the competition and craft a story around them.
For example, if your organization values a culture of collaboration, make sure this attitude comes through in your collateral. Share relevant stories on social media and on your company website. When candidates see enthusiasm from your current employees, they'll be more inclined to listen to your pitch.
Learn about candidates' pain points
When you make initial contact with passive candidates, you'll want to let them know about what your organization can offer them. However, don't focus solely on the open position. Listen carefully during the conversation to find out what they're not happy with their current employer. Then, you can leverage these pain points to talk positively about your organization.
For instance, if candidates are dissatisfied with their current role because they have limited work-life balance, you can explain how you can help them achieve the harmony they're looking for through the flexible scheduling opportunities at your practice or institution.
Don't shy away from the topic of compensation
You may not want to begin conversations with money or compensation because you want candidates who are after more than a paycheck. However, you also shouldn't delay the topics of compensation and benefits until the last minute either. If you wait too long, you could end up wasting everyone's time if the compensation you can offer doesn't align with candidate needs.
Once you have the conversation moving and you think the candidate may be a good fit, it's time to talk money. Remember, passive candidates need to be lured away from their current position, and that decision often comes down to a dollar figure.
Write descriptive job listings
Passive job candidates don't spend much time browsing job boards. They quickly review a position, decide if it's interesting and move if it isn't. The more descriptive you can make your job postings, the more likely candidates will be to respond. If your posting is just a few lines telling candidates what you want from them, it can set a bad precedent.
Making contact with passive job candidates is just the first step in what can be a long hiring process. By keeping the lines of communication open and transparent, recruiters can develop a candidate pipeline that benefits their recruitment goals. To learn more about how to engage passive and active physician job seekers, check out our resource center today.
To capture the attention of passive candidates, recruiters need to get strategic with their communications.