The Recruiter's View: Candidate-Driven Market to Present Retention Challenges in 2015 Among Top Performers

U.S. employment had its challenges during the winter months of 2014, but throughout most of the year we've experienced consistent growth as 222,000 new jobs has become the 12-month average. Despite the fact that many companies are in growth mode, retention is increasingly problematic. This is especially challenging in the executive, managerial and professional job sector which is candidate-driven, as the brightest talent recognize more jobs are available and feel more confident about pursuing them. Recruitment additionally faces challenges in the sector, as many employers continue to lose great candidates to lengthy hiring practices, below-market salaries and an inability to sell the company brand, the role and true advancement opportunities. New data from the most recent MRINetwork Recruiter Sentiment Study, a biannual employment landscape survey of MRINetwork recruiters across approximately 600 worldwide offices, indicates that the candidate-driven market, which has experienced a consistent uptick since 2011, is here to stay, and the rate at which top performers are rejecting job offers continues to grow. As we approach 2015, employers will need to review their recruitment and retention strategies from the top down to remain attractive to employees and potential new hires.

"It is definitely and without a doubt a candidate-driven market, however many employers are still laboring under the same processes as they did when it was an employer-driven market," said a recruiter responding to the study. "Candidates now have choices and employers need to make the interview process go smoothly and quickly." According to the report, in the second half of 2014, 83 percent of recruiters described the talent market as candidate-driven, up 29 percentage points from the second half of 2011.

The executive and managerial market continues to be candidate-driven because of the availability of more job opportunities and growing talent shortages due to skill gaps. Top performers have a strong advantage, with multiple job offers to consider and the ability to reject less desirable work opportunities. This is significant when you consider the factors motivating a job move. According to the study, 49 percent of recruiters say greater opportunities for advancement is the primary motivating factor for candidates looking to make a move, followed by improved compensation. Based on year-over-year data, the main reasons for rejected job offers continue to be a result of great candidates accepting offers with other companies and being presented with disappointing compensation. Further, the time between the first interview and the rejected offer is shrinking, with a six percentage point increase from the second half of 2013, for candidates that rejected offers within two weeks of the first interview.


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MRINetwork recruiters provide the following survey insight about rejected job offers:

• The search process is still taking way too long considering the recession has been behind us for years and the fact that it is a candidate-driven market in many industries. This provides candidates with the time to investigate other opportunities.
   
• Candidates are much more fully engaged and also much more aware of their worth in the marketplace.
   
• Clients are still looking for the perfect candidate, yet are not offering an enticing salary.

With more top performers moving on, the candidate-driven market points to several things:

• Internal and external branding will continue to be important as companies face growing pressure to sell their value proposition to employees and candidates. "They are operating with the mindset that there are an abundance of candidates, all willing to jump through hoops to get a job at their company, and that is just not true anymore," says an MRINetwork recruiter.
   
• A streamlined hiring process will be imperative to avoid losing top candidates in 2015 and beyond. One recruiter notes, "Every candidate we speak with is actively looking and has several irons in the fire."
   
• Talented employees who were hired at bargain salaries during the recession will be moving on.  The majority of MRINetwork recruiters (83 percent) say they have interacted recently with these under-compensated and under-employed candidates who are anxious to improve their earning capacity. Salary and benefit packages will need to be adjusted to retain these individuals.

Although the study results demonstrate that hiring trends are highly favorable towards top performers in the executive, managerial and professional space, recruitment and retention will continue to present ongoing challenges for overall hiring as the job market expands. A fundamental shift is taking place in the way in which candidates expect to be recruited, and companies need to get on board with these changes to bring in and hold on to the talent they seek.

To view the complete study, visit www.MRINetwork.com/recruitersentiment.

Optometrists and Ophthalmologists - How to Find a Job After Graduation

Congratulations! Now it is time to start putting all that education to use, but finding a job is a lot different than applying to programs. Do you know how to get started?

What To Have

A Plan.
Do you know where you want to be in five years? Do you want your first job to put you on the path to partnership or ownership? Are you more concerned with gaining experience than paying down student loans? You need to know where you want to go before you can decide how to get there.

Obviously location is important, but don't waste the crucial first years of your career in order to live in the heart of the city. The best jobs are often outside the primary markets where there is less competition for patients.

If you are considering a cross-country move, you may want to consider the income potential offered in different regions. If you absolutely have to live and work in a saturated market, here are some strategies to help you land a job: Job Searching in a Saturated or Difficult Job Market.

Be sure to set realistic income expectations. The Bureau of Labor Statistics publishes an annual survey for Optometrists each year. The 2013 version can be viewed here.


A CV and Cover Letter.
Most applicants do not get an interview. Your CV and Cover Letter may be your only platform to distinguish yourself from the competition. It is hard to stand out from the crowd without experience but the way you highlight your strengths can set you apart. Did you take any electives or win any awards to recognition? Did you graduate in the top quarter of your class, attend CE outside of school, volunteer in a community clinical or on a mission trip? Be sure to highlight those experiences.

Here are some instructions on how to write a great cover letter: Electronic Cover Letters

The Right Clothes

It is better to overdress than underdress. Your future boss will want to know that you take your career seriously. Does your interview outfit make you look like a doctor? This is not the time to go for personality. That can come through later. If your clothes give the wrong first impression, it will take a major effort to regain credibility

What To Do

Finding Openings.
Networking has always been the most effective method for finding open positions, but it is not always practical to meet with every eye doc in the area and attend every eye care event. The internet can be a great tool for finding position. Your school and local association may have classifieds, but you will likely find that the listings are limited. Here are several comprehensive sources for vision jobs:

·         ETS Vision Job Listings

·         Indeed.com Job Listing Aggregator

Interviewing.

The Telephone Interview

• Return your phone messages and emails promptly. It speaks to your motivation, interest, and courtesy. Don't let returning phone calls or emails become an issue or an obstacle to getting an interview. Even if you don't think you will be interested in an opportunity, return the call. On more than one occasion we have seen a candidate get a call from Practice B when he was already talking with Practice A. The candidate puts off returning the call to Practice B. Two or three weeks later, the opportunity with Practice A does not work out and now Practice B will not consider the candidate because no calls have been returned.
• Your main goal in a telephone interview is to get a face-to-face interview.
• Ask for the interview. Take the initiative to set a time. Say something like, "From what you have told me, I would be very interested in meeting with you and coming to see your practice. When would be good for you?"
• Smile- even on the phone. You really can tell when someone is smiling.

·         Here is some additional reading on phone interviews: Tips for a Great Phone Interview.

The In-Person Interview:
Don't go in blindly. Be sure to prepare in advance. Look over this article the night before: Are You Ready for the Interview? .

• Treat the staff with courtesy and respect. A practice owner often feels like his or her staff is like a family and will listen to their opinions, especially if they are negative. On more than one occasion, we have seen excellent candidates not offered an opportunity because they treated a staff member poorly.
• Smile and show some enthusiasm. More candidates are hired because of their personalities and positive attitudes than because specific clinical skills. One high-end practice told us they had interviewed six different candidates. They hired the candidate who smiled and appeared to truly enjoy being an optometrist, passing on more experienced candidates with less personality and enthusiasm.
• Show sincere interest in the hiring doctor’s situation. Understand that the doctor needs to solve a problem. Maybe the practice just lost a key associate or partner. Maybe the practice is growing and cannot keep up with patient demand. Maybe the doctor needs someone to take over the practice when he or she retires. You need to get a clear understanding of the owner’s true motivation for adding an associate. Once you truly understand the needs of the hiring doctor, you can mutually determine if you are the solution.
• Send a thank you note after the meeting. Be sure to send the note within 24 hours of the interview. Thank the interviewer for the opportunity to visit with them and reinforce your interest in becoming a member of their practice with genuine sincerity.
  
  

Reviewing Contracts.
Do you have all the information you will need in order to make an informed decision? Here’s What to Know Before You Accept an Associate Position

Finding a job can be an intimidating process. I hope these resources will help make the process easier. Please feel free to call us should you have any questions. We are always happy to help. For more updates, tips, and helpful information, follow us on our Facebook fan page, Twitter, LinkedIn or on our blog.

ETS Vision is a Vision Recruiting firm specializing in finding and placing Optometrists, Ophthalmologists, and Vision Staff throughout the United States. www.etsvision.com

Four Signs it’s Time for a New Job

With spring in the air and a long winter finally behind us, many find this time of year to be a season of fresh beginnings, new adventures, and personal growth. For some, however, the daily grind of traffic jams, long lines, and eight hours in a less-than-fulfilling workplace never seems to change.

Hopefully this doesn’t describe you or your current employment situation. If it does, though, there is something you can do about it – as a matter of fact, you’re the only one who can do something about it. Moving to another practice or starting a practice of your own is a serious decision that involves planning, strategy, and forethought, but the benefits of such a decision, as one might expect, can be life-changing.

If you’re thinking it might be time for a new job, consider these four warning signs and see how many apply to you:

1. You’re Always in a Bad Mood: While work may not be the most exciting highlight of your week, a day at the office should not leave you feeling disgruntled, defeated, or depressed. Having a negative emotional connection with your workplace can spill over into other areas of your personal life if you’re not careful, so it’s important to pay attention to how you’re feeling as you walk out of the office every evening.
2. You Do What You Do Out of Obligation: If you feel like your job is what you “ought to be doing” instead of what you “want to be doing,” you’re probably not going to enjoy going to work every day. Being in a practice environment that motivates you is the key to finding long-term career satisfaction.
3. You Don’t Feel Challenged: Too much stress at work, as most of us know, can be a bad thing. Too little stress can be just as bad, if not worse. If you feel like you’re not being challenged daily or that you’re capable of more, it might be time to start looking elsewhere.
4. Your Co-Workers Are Driving You Up a Wall: The people we work with play a larger role in our lives then we can imagine – after all, it’s likely you spend more time with them during the week than anyone else. If you’ve tried to resolve issues with your Vision team but still find yourself counting down the minutes until you can get away from them, consider looking for career opportunities elsewhere.

While most of the above issues can be addressed through alternative means, in some cases getting a new job could be the best option. The most challenging part of any job change, of course, is in the details.

Whether you’re looking to take on more responsibility, start your own practice, or relocate to an area that better suits your needs, ETS Vision is happy to help make that transition as smooth as possible. Feel free to give us a call and get started today!

ETS Vision is a Vision Recruiting firm specializing in finding and placing Optometrists, Ophthalmologists, and Vision Staff throughout the United States. www.etsvision.com

Bridging Generational Gaps in 2020

As we move towards the 2020 workforce, companies face an interesting demographic dynamic in terms of talent acquisition - a workforce comprised of millennials, Gen Xers, baby boomers and traditionalists. While each of these groups has their own generational differences, the most notable are the expectations and approaches to work between millennials, who will make up the majority of the workforce, and baby boomers. With the latest Bureau of Labor Statistics Occupational Outlook handbook projecting total employment to increase by 15.6 million jobs between 2010 to 2020, generational differences will become an additional component of diversity relations at the workplace. Recruiters and hiring staff must learn to recognize the combined value, perspectives and impact of successfully integrating these distinctly different generations into an organization's teams, ultimately improving the company's ability to develop solutions, products and services for the future.

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Millennials
Millennials entering the workforce have frequently been characterized as individuals born between 1980 and 2000, who are entitled, lazy, job-hoppers, overly ambitious and unaware of business etiquette. Regardless of how accurate these descriptions are, this generation has demonstrated that it is in search of meaning and purpose. "Millennials want more than just a job; they seek careers that hold their attention and fulfill their ambition, all while providing competitive pay and work-life balance," says Suzanne Rice, director of U.S. franchise development for MRINetwork. "They want to work for companies that have a reputable brand, as well as products and services of which they can be proud. Unlike older generations, that didn't have the same access to technology, millennials are driven by out-of-the-box thinking, collaborative approaches to solutions and the ability to leverage the fastest, most efficient means of accomplishing goals."

Baby Boomers
A growing number of workers age 55 to 64 are continuing to work longer, yet in 2020 this generation of workers will only make up about 20% of the workforce. They have an entirely different approach to work than millennials and are often characterized as conscientious, dedicated, independent-minded workers that enjoy working alone on projects and then rejoining the team to reveal results. "Baby boomers can find it difficult to work with millennials, because they don't understand the younger generation's need for coaching, mentorship and collaborative work," says Rice. "They grew up in a time of stability, economic prosperity and opportunity when higher education and wider career options were becoming more accessible. Parents were away from the home more and children became latch-key kids. As a result, this generation tends to have a work ethic that is focused on self-reliance, paying your dues, putting in overtime and doing everything needed to accomplish tasks."

Despite the generational differences, millennials and baby boomers do have things in common. Both groups are focused on excellent job performance, and that can work to an organization's advantage. Millennials bring technology savvy and work efficiencies that can benefit companies. Baby boomers have the ability to provide millennials with insight on work etiquette, the company's culture and career tracking by demonstrating clear paths for advancement in the company. This type of relationship satisfies millennials' need for ongoing training, mentorship and collaboration, while providing baby boomers with job stability and value as experienced employees. Companies end up with improved work synergies and succession planning for the organization's future leaders.

We face an interesting paradox as the industry ushers in the next generation of workers. Adds Rice, "Recruiters and hiring managers will have to become knowledgeable about the different expectations of millennials and baby boomers, providing them with the growth opportunities they seek, while also leveraging their generational differences to create effective teams that can lead companies forward."

ETS Vision is a Vision Recruiting firm specializing in finding and placing Optometrists, Ophthalmologists, and Vision Staff throughout the United States. www.etsvision.com