Searching for Perfect Candidate May Miss the Perfect Match

When hiring managers begin to write the list of qualifications, they build lists of everything they think they want in a candidate. It's a process not unlike building a dating profile; pulling characteristics out of the air to describe the perfect match. In dating, people tend to understand that finding someone who matches that description is unlikely. When they find someone they like, it is almost a coincidence when they match even the broadest elements of the original profile.

By contrast, hiring managers frequently use far less latitude in their candidate searches. The descriptions involve far more precise requirements and they are less likely to waiver on them should someone outside of the criteria apply.

"Using vetting of candidates based on stringent requirements can keep out the candidates who have no place in an organization, but there isn't an automated filter that is going to increase your ability to identify, much less attract impact players to your organization," says Rob Romaine, president of MRINetwork. "There isn't an accredited Master of Innovative Thinking degree or Doctorate of Self Starting, and a resume that claims someone has such qualities only means they know those skills are important."


The 8.2 percent national unemployment rate, and even the 3.9 percent bachelor's degree and higher unemployment rate, seem to still give employers a false sense of plentiful candidate supply. It's like the man stranded on a tropical island, surrounded by salt water - yet dying of thirst.

"In the early days of the recession, we saw amazing candidate availability. Top candidates truly were victims of circumstance - doing great work but losing their positions regardless - and became available on the active candidate market," notes Romaine. "But a type of reverse osmosis has had time to set in. The most desirable candidates found new positions. Today's unemployed population - especially the professional space - largely consists of people whose skills and education doesn't match with the needs of the marketplace.

More than 22 percent of the U.S. workforce is in a professional or related occupation, but less than 11 percent of the 12.2 million people unemployed in May have professional experience. That translates to just 1.3 million lawyers, engineers, economists, computer programmers and more who are unemployed today and actively looking for a job. If you widen the net to include managers and financial professionals, the statistic grows to 38 percent of the U.S. workforce but still less than 19 percent of the unemployed population.

"When talking casually to hiring managers they know how tight the market is, they understand that of the 1.3 million professionals who are unemployed, they are unlikely to find that one person with fifteen years of wind propulsion experience who is willing to relocate to them," says Romaine. "But as soon hiring a candidate leaves the abstract and interviews are being conducted, managers start looking at the 8.2 percent unemployment rate or the 17.9 underemployment rate and hold out for a candidate who matches the detailed profile they've written. By holding the line so tightly, though, they will often overlook someone who could actually be their perfect match."

Optometrists: Cover Letter, CV, What's Missing?

Proof Book: An Essential Tool for a Successful Interview

On a typical day, our recruiting team speaks with more than 20 Optometrists who are actively or passively seeking a new Associate position or potential partnership opportunity. Every Optometrist we speak with understands the importance of putting together a solid cover letter and resume/C.V. Developing a great cover letter and solid CV are very important in landing an interview. But there is one more thing you need: A Proof Book.

Whether you are about to graduate from Optometry school or you’ve been in practice for twenty years, it is always beneficial to put together a Proof Book for interviews. Over the years we’ve seen Proof Books tip the scales in a candidate’s favor more than fifty times.

So what is a Proof Book?

A Proof Book is simply a collection of information that encompasses your background, your professionalism, your accomplishments, and your clinical and patient relations acumen. There is certainly no magic format or combination of content, but typically a Proof Book should include some or all of the following:

a. A current CV/Resume
b. Case presentations
c. Production numbers or equivalent
d. Accomplishments
e. Letters of Recommendation
f. References
g. Blank paper for notes
h. Questions for the practice
i. Blank thank-you notes

How do I use it in an interview?

This depends on the interviewer. If the interviewer is taking the lead, you can use some of the sections as back up when you are answering questions about your how you’ve handled various patients and procedures. You can use it to show that you produce $40,000 a month in your current practice. You can use it to prove that you’ve successfully completed advanced training. You can even use it to show off letters of recommendation from patients, professors, or previous employers.

If you take the lead in the interview, you can use your Proof Book to illustrate the key points you want to make during your interview. It is one thing to tell an interviewer you produce $50,000 a month; it has much more impact if you can show the interviewer a report that backs up your claim.

A Proof Book gives you the opportunity to advertise your clinical skills when you don’t have the luxury of doing a working interview. A picture is worth a thousand words when you are trying to display the quality of your margins or the medical results of a particularly complicated case.

Even if you never open it during your interview, having a Proof Book demonstrates of preparedness and professionalism. I can’t guarantee that if you go to the office supply store, buy a nice binder, and take three hours to assemble a Proof Book that it will always get you the job. What I can guarantee is that creating a Proof Book will give you the advantage over another candidate with similar skills and background.

Written by Mark Kennedy, Owner/Managing Director of Executive Talent Search (ETS Dental, ETS Vision, ETS Tech-Ops). To find out more, call ETS Vision at (540) 563-1688 or visit us online at www.etsvision.com.

Moving This Summer?

Now that summer is upon us, you may be preparing to move - and one of the most significant challenges is likely the relocation of children. Our friends at FAS Relocation Network have put together some very helpful tips.

For additional assistance with relocation feel free to visit their website www.fasrelo.com and tell them ETS Vision sent you!

7 Successful Strategies for Moving with Kids

While each and every child in this world is unique, virtually all share similar relocation needs throughout the moving process. A successful family move can be achieved by focusing on fundamentals, and including the children in each step.

Apply these 7 tips to ensure a successful transition with your children:

1. Include your family in the relocation details immediately. Kids prefer to be a part of the changes that take place in their world. In the end, this exercise typically provides parents with valuable information on their children's needs, desires, and concerns.

2. Stay positive. Find out things in the new location that would interest them. Football, dance, places to see - whatever they have passion for and would get them excited about the move. Give dimension to their new world and allow them to imagine it as a haven for new opportunities.

3. Maintain and open forum. Talk with your children about their experiences - good and bad. LISTEN. Do not dismiss their concerns no matter how trivial they may seem. They will appreciate being heard.

4. Take them to say "goodbye." The ability to say goodbye helps children of all ages get closure. Moreover, it will give them the opportunity to maintain contact with friends (going-away parties, former school visits, scrap-book.)

5. Set up their room once you've arrived in your new neighborhood. Kids can feel homesick, even if they are with you, so getting their things back in place will help them feel more comfortable.

6. Help your child meet new friends once you've reached your new destination. A move during the school-year can be ideal for new friend-finding initiatives.

7. Relax. While your children may be angry with you initially, they intuitively understand. They will soon forgive you. Sure it may take time, but do not allow yourself to feel guilty or frustrated. You are doing what is best for the family. Be patient and they will come around.

Three Years After Recession a Long-Tail Emerges

As Tolstoy famously said, “The strongest of all warriors are these two – time and patience.” On the tail end of fighting through the longest recession in the memories of most alive today, time has brought about many changes. In the first quarter of 2009, more than 2 million jobs disappeared. On March 6, 2009, the Dow closed at 6626 and by the end of the year unemployment had risen to 10 percent. In the first quarter of 2012, more than 600,000 jobs were added, the Dow reached over 13000 points and unemployment nearly fell below 8 percent.

“People experience recessions in such slow motion that they don't realize how far things have come. The economy came out of recession three years ago, but it’s left a residue on our perceptions," says Rob Romaine, president of MRINetwork. "When faced with vacancies, managers still fall back on the recessionary mindset of the candidate pool being plentiful, though even in the depths of the recession that wasn’t necessarily true for many types of roles." 

The professional and managerial unemployment rate fell to 3.7 percent in April, its lowest point since 2008. While the rate fell to below 2 percent before the recession began, the current level is quickly approaching so-called “full employment.”

“A tightening labor market, though, isn’t the entire story. While 3.7 percent of professionals may be out of a job today, as you layer on specific qualifications, backgrounds, or years of experience, the number of candidates actively seeking a job can drop to virtually zero,” notes Romaine.

The poor hiring environment for college graduates over the last several years also creates a new challenge. A recent survey by CALinnovates showed 70 percent of companies were planning to hire college graduates in the coming year, up 26 points from 2011, indicating just how poor graduate hiring was during the recession.

The recession disproportionately derailed or delayed the careers of people who graduated college as early as 2005. Now, as employers are trying to hire lower-middle managers—those with between five and ten years of experience—they will be hiring from this significantly diminished population. The long shadow of the recession will be seen in a deficiency of talent availability for at least another decade.

At the same time, Baby Boomers are no longer delaying retirement at the rate they were three years ago. This vacuum at the top is helping to pull talent who had established careers prior to the recession up the corporate ladder, but is exacerbating the donut hole that currently ranges from about one to six years of experience.

“Even if the economy was at a standstill, the world never stopped moving and generations continued to age. Babies who were born when the recession began will be entering first grade this fall,” notes Romaine. “There is never a bottomless pool of active talent in the first place, but the recession has made it so that whatever pool there currently exists is only likely to get smaller.”

Great Thank You Note After Interview

I get asked about the best way to send a thank you note after an interview.  These days a simple email is all you need to send. Be sure to send the note within 24 hours of your interview.  The sooner the better. 

Below is a great example (with edits for confidentiality) of one that a candidate of one of my colleagues sent to a client practice.  

Dear Dr. "Smith",

I just wanted to say thank you for the opportunity to visit with you. Both the interview and the tour made for an exciting and complete day. I was so very impressed with the office tour. You were very thorough in explaining how the practice works and what would be expected when I join the team. I have been on several interviews and none have been as relaxing, stress free, and heartfelt as the one at "ABC Optometry".

Thank you again for the opportunity to be considered for an Optometrist position at "ABC Optometry." The interview served to reinforce my strong interest in becoming a member of the practice. I appreciate the chance to visit with you. I look forward to hearing from you again soon. 

Best regards,

Dr. "Jones"

Great note!  Because of this note the doctor is moving quicker through the interview process because the owner knows this candidate has a genuine desire to work for the practice.