According to the U.S. Department of Labor, the unemployment rate as of February 2019 was 3.8%. If 3.8% of the population is unemployed, how many of those without jobs do you think have any experience in an optometry practice? Finding someone unemployed with billing, technician, or front desk experience in our industry might be impossible. Prior to some of the current technological advances, employers called the shots. Job candidates had little to no knowledge and were unable to compare salaries, benefits and other opportunities. But the hiring market is competitive and you, the employer, simply do not have the leverage you used to. A 2015 study by the MRI Network shows how dramatically this has changed over the years. After polling recruiters across all industries, it was determined that many believe the job market is 90% candidate driven. This means that you don't pick the talent, the talent picks you! In today's piece, we want to discuss three ways you can make your practice more attractive to prospective employees and bring them on board. Here they are:
Understanding Talent Acquisition This image from TalentLyft is really helpful if you want a better understanding of how talent acquisition works. Notice that the first three tiers are all about marketing your position. The days of sitting back and waiting on potential employees to knock on your door are over! Here's the question: How are you going to announce to the public that you are hiring? Taking referrals from your best employees is always a great idea, but that can be a pretty shallow well. Your best options will differ based on location, but we have listed a few below: Newspaper The smaller your market, the better the option for publishing your job opening in the newspaper will be. But DO NOT throw your job ad in the classifieds! Invest some time and money in your ad and have it properly designed and placed in a popular section of the newspaper that fits your ideal employee's interests. You will want to be brief for the sake of budget, but include any perks that make working for you better than other businesses in town. Unless the ad says part-time, people generally understand that they will be working 40 hours a week and will be required to dress appropriately. Do you offer flexible work schedules? Great benefits? A wide array of vacation days? If so, list it in the ad! You should really give this a try! If you have a Facebook page, you can create your own ad telling the world about your business or your open job position! The cool thing about Facebook is that you can create an ad with the entire job description in a single post while also targeting your ideal candidate! It can also be pretty cheap! Here's an example of what a quality job posting on Facebook can look like: Just a heads up: Setting up a Facebook ad isn't the easiest thing to do. If you are unfamiliar with Facebook Ads and would like a crash course, check out this YouTube video from Miles Beckler!
At first glance, LinkedIn appears to be a great option for hiring employees, but we advise that you proceed with caution. Posting job positions on LinkedIn can be pretty expensive and, unless you are targeting younger employees, you will likely come up empty-handed. Think about this: LinkedIn has over 590 million users, but less than 30% actually reside in the United States. LinkedIn feels like an obvious tool to use in order to make hires and rightfully so. If you have been successful on the site in the past, continue on, but there are better options available. Other If you are interested in checking out other online sites to post your position, you might want to consider Indeed, CareerBuilder and ZipRecruiter. https://www.indeed.jobs https://www.careerbuilder.com https://www.ziprecruiter.com Improving Your Offer There are two types of job-seekers: Passive and active. Active job-seekers are unemployed or disgruntled individuals who are ready to move. Passive job-seekers are not looking to change jobs but would take a better offer. Why does this matter? Well, statistics show that 73% of job candidates are passive and if you want a passive seeker to move, you have to make your offer an attractive one. In the past, the promise of a great career would be enough to sway anyone, but in today's market, job-hunters are looking for more. A recent article posted by the Harvard Business Review (HBR) points out that employees want three things: Career, Community (People) and Cause (Purpose). While the stigma attached to younger workers has been that they care more about cause than career, this study conducted on employees at Facebook shows that the vast majority of employees, regardless of age, all value community above all. This means that, much like the patients who visit our practices, employees want to be respected, cared about and valued by others. The HBR article rightly notes that this is what gives people a sense of connection and belonging. It isn't all about the money! Here's the question: What can you offer existing and future employees that will build a greater sense of community in your practice? Is it flexibility with hours, vacation time, benefits, responsibility, etc.? At the end of the day, you can't fake a great culture and community at your practice. If you already have this, boast about it in your ads and bring people into your practice in order for them to experience it. Let your practice sell itself! If you don't have a healthy culture and community, start by reading the HBR article linked above and begin working on it now. Moving With Speed You always want to make sure you found the right hire, which might lead to kicking the tires on a prospective employee or bringing in an additional four or five interviewees. But you'd better be careful! Statistics show that the top candidates are only on the market for 10 days! In other words, if you hit the brakes, someone will fly right by you! (That's a twist on a Top Gun reference in case you missed it.) If you know what you want in the form of a new employee, they come to you with great references (You should actually call them!) and they interview well, hire them! Don't make it more complicated than it should be... Conclusion Finding great employees has never been easy. It is even harder in the world of medicine! One good thing about today's job market is that there actually are great avenues to make both your company and your open job positions known to potential employees. These things don't happen automatically, though. As the leader of your practice, you should be directly involved in the hiring process while staying on top of the hiring trends. It takes work, but the well-being of both your practice and patients are worth it!
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