Deep down, you know it.
There are many qualified healthcare recruits out there.
You know they’d be interested in your open positions…if only you could find them and make a connection. That’s the herculean task assigned to recruiters.
The easiest candidates to reach are the active job seekers. This group includes the unemployed and those employed but looking for a new opportunity. LinkedIn’s 2014 Talent Trends report revealed that only 12% of the working population is actively looking for work.
It’s this 12% that applies to your job postings. It’s also this 12% that actively welcomes your direct messages on social sites like LinkedIn, Facebook, and Twitter or follows your feed looking for opportunities. When it comes to filling open positions, the active group is the low-hanging fruit. However, there’s a huge flaw with this inbound-only approach to recruiting : It ignores 88% of the talent pool.
The Hidden Value Inside the Passive Talent Pool
If you recruit for a sector with normal demand, picking candidates from among only the active job seekers may work. If you work in the highly active healthcare sector, this pool isn’t enough to meet the demand, as reported in LinkedIn Global Recruiting Trends 2016. This report asked talent acquisition decision makers what was their greatest obstacle to attracting top talent, 46% answered it was finding candidates in a high-demand talent pool .If you recruit for the healthcare sector, you can relate to that sentiment.
If the active part of the pool can’t meet your current demands, then you must expand your efforts to attract the 88% of the pool that is passive or is only casually looking. Think of it this way: the line between an active and passive job seeker isn’t black and white. It contains shades of gray.
How does that shift from active to passive job seeker happen? Here’s one possible scenario.
An employee may consider herself happily employed. She enjoys her job, is satisfied with working conditions and pay, and she is not actively seeking a new job. One day, a coworker tells her that he’s put in his notice and is moving on to a new healthcare facility. He hints that he’s going to be making lots more than he makes now. A month later, the supervisor of this same employee moves to another department and the employee and new supervisor don’t hit it off. A few weeks later, there’s a policy change at the hospital that frustrates the employee.
These events add up. Over of weeks and months, frustrations accumulate for this employee. She proceeds from happily employed, to not so happily employed, to employed but frustrated, to employed but actively looking. It was a gradual process.
Using Technology to Find Recruits In the Gray Area Between Active and Passive
Would it surprise you to learn that candidates send signals that indicate they are ready for a change? As a recruiter, what would you give to connect with this potential recruit as this shift happens? How could connecting with her during this shift transform your recruiting success?
It’s the tracking of these signals that gives Rekruti users an edge in the high-stakes field of healthcare recruiting. Using predictive analytics, business intelligence, and North American trend monitoring, Rekruti measures candidates using the “ready-for-a-change” index. This four level index is based on a multi-criteria algorithm specific to individual professional profiles (RN, CNA, OT, and so on).
Rather than requiring HR or recruiting teams to search for these “gray area” candidates, Rekruti can generate automated alerts prompted by social media activity. This allows your recruiting team to be a front runner when reaching out to newly defined prospects.
Let us show you how Rekruti reveals the hidden candidates in the healthcare talent pool. Sign up for our demo to see how Rekruti works. See how easy it is to find qualified and interested candidates for your open healthcare positions.