In April 2017 the Diagnostic Imaging Practices Australia (DIPA) employment portal will officially launch. DIPA is presented as a central employment hub solely for use by the Australian diagnostic community and is funded by the radiology groups and practices we partner with.

DIPA offers a viable option for employers other than advertising on generic job sites or using recruitment agencies. The level of support we have received from the Australian radiology profession has been extremely positive and we are very excited about this new joint venture.

There is a strong case for all employers of diagnostic professionals to collaborate together and work towards providing a national hiring solution to the benefit of everybody. We appreciate the input we have received to date and by working together we have identified some clear trends and will do our best to deliver.

Australian radiology groups and practices are now being contacted in relation to the information they wish job seekers to view and to discuss partnering with like-minded employers.

Duel Target Audience

DIPA targets Active Candidates (25% of all potential applicants) currently in the process of changing employer and Passive Candidates (75% of all potential applicants) who also have the potential to become an Active Candidate.

By targeting the full 100% of the candidate pool you are widening your audience and increasing the likelihood of your practice making a successful hire in the shortest possible time-frame.

DIPA targets both Active Candidates (25% of all potential applicants) currently in the process of changing employer and Passive Candidates (75% of all potential applicants) who also have the potential to become an Active Candidate.

By targeting the full 100% of the candidate pool DIPA widens your audience and increasing the likelihood of your practice making a successful hire.

Working with limited resources employers often tend to focus their hiring activities on Active Candidates. Passive Candidates seldom form part of their overall hiring strategy and DIPA is presented as a viable option to better connect with your profession.

Talent Trends

Working with limited resources employers often tend to focus their hiring activities on Active Candidates. Passive Candidates seldom form part of their overall hiring strategy and DIPA is presented as a viable option to better connect with your profession.

DIPA wants to ensure your employer brand is getting the ongoing support it needs in a competitive employee market. We provide exceptional value for money for radiology groups and practices and the employment portal is directed at an industry specific job seeker audience.

Are you investing enough into your brand as an employer to appeal to the best talent?

Seek vs. DIPA

Finding employment is one of the workforce’s greatest challenges. For major decisions such as planning a family or buying a home, if something is important enough or will have a big enough impact on a person’s life, details matter a lot. People generally don’t change employers very often, but when we do, they also desire information, but this time to further their career.

Seek is Australia’s number one employment portal and probably generates the bulk of your existing employment applications. It is well known, well used and covers every type of industry and profession. Seek is also a generic employment portal and for this reason alone we believe this is its greatest weakness....

DIPA believes that by publishing industry specific, relevant employment related content on behalf of the Australian Radiology Network we can acquire a substantial portion of their medical imaging search traffic and for the benefit of our partner

How Would You Search?

If you were searching online for your next employer, which type of employment portal would you go to first, or only use?

Would you use a generic portal that displays only the job advertisement which has the potential of being placed by an external recruitment provider?

Or would you prefer to deal direct with the employer and use your own professions portal that also provides additional employment related content?

Active Job Seekers

An active candidate is actively looking for work. This does not necessarily mean unemployed, but it can. This group is looking for a new opportunity for a variety of reasons:

They are concerned about their current employer’s stability

They would like to take on more responsibility

Their job was outsourced

Their employer went out of business
About 25% of the fully-employed workforce falls into this category, and it is from here that many of the open positions are filled.

That's because these are the people that are open to a new opportunity, and are proactively trying to find their next position.

Job postings are the most common way employers reach active job seekers, and increasingly a vehicle for getting your opportunities to the right audience.

By optimizing your job postings with keywords and sharing them on social media, you make your jobs easier to find. But, a common complaint we hear from recruiters is the number of unqualified candidates they receive from job postings, which is perhaps why many have moved toward proactive candidate sourcing.

Sourcing active candidates can be an alternative to job postings, or supplement that approach to bring you even more qualified candidates. Since active candidates are working on their personal brand and submitting their resume, they can be fairly easy to find.

You can search for them on social media, or through search engines.
To make it even easier to find these candidates, LinkedIn Talent Solutions offers sourcing solutions.

Since 2/3 of active candidates are currently employed, it is important to make it easy to apply. While some argue that a tedious application process will weed out candidates, what they don’t realize is that it’s the best candidates they lose.

Take yourself through the application process to make sure it’s quick and easy to apply.
Also make sure you’re including information in your job postings, and other places online, about why your company is a great place to work. Encourage employed candidates to apply by offering flexible interviewing options, such as video interviews or off-hour interview times.

And, although you may receive a high volume of applications from your job postings and through sourcing active candidates, make sure you have an effective follow up program in place. A poor candidate experience can damage your employment brand and negatively affect your ability to recruit top talent in the future.

Passive Job Seekers

A passive candidate is employed, but not currently looking for a new opportunity which includes 15% of professionals who are “toe dippers” above, this group accounts for 75% of the workforce.

The benefit to a passive candidate is that, since they are not looking for a new opportunity, they probably won’t be interviewing with anyone else. With 60% of the workforce not looking for a new job, but willing to discuss a new opportunity, proactive sourcing (Boolean searches, social media, etc.) is going to be your best bet for finding this group.

Since it can be difficult to distinguish a passive candidate who is interested in speaking to you from one that’s not, you should be careful how you reach out people you find through proactive sourcing.

They haven’t expressed any interest in your company so far, so you want to get them excited about speaking with you. Your initial reach out should include an introduction to you and your company, and provide some reasons why you’re reaching out and why this move would benefit the candidate. Show them why your jobs are relevant to their experience and tell them which aspects of their resume make them a fit.

An employee referral program can also be a great tool for recruiting passive candidates – turn your employees into an army of recruiters to share how great it is to work for your company. Your HR department doesn’t have to be the only part of the organization that convinces passive candidates to want to work for your company.
No matter how you find your passive candidates, keep in mind that they most likely don’t have a resume handy.

You’ll definitely want to offer them an alternative way to share their background, and you probably want to do away with the application. Remember, YOU found THEM. You must have found something about them that made you want to reach out. Let them know what that is when you reach out to them.

And don’t assume they’re interested in speaking with you – they could be the 15% of the workforce that is NOT open to a new opportunity. Even if they are open to speaking, remember that they are currently employed and not looking, and are probably quite content and will be extremely picky about making a move.