Discover why your best hires aren’t on job boards and how to attract passive talent through social media, events, and referrals.
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Episode 5 |Watch on YouTube
Here is a statistic that should change how you think about recruiting: 70% of the global workforce is passive talent, not actively searching for jobs, yet 87% of them are open to new opportunities. Your next great hire is probably not on Indeed right now. They are paying attention to practices that inspire them.
In this Quick Tip episode, Brandon Seigel shares practical, proven strategies for building your own candidate pool without relying on traditional recruitment platforms.
Job boards attract active job seekers, people who are either out of work or actively looking to leave. That is a narrow slice of the available talent pool. The real unicorns, the high performers who would transform your practice, are often happily employed. You have to find them proactively.
The goal is not to stop using job boards. It is to build a parallel pipeline that operates continuously, even when you are not actively hiring.
First, leverage social media with intention. Instagram and TikTok are the two platforms where practices are seeing the strongest results for attracting clinical talent. When clinicians across the country resonate with your mission and culture, they will come to you before they even know there is an opening.
Second, host continuing education events. An in-person CE event where you share your expertise and vision is one of the most powerful recruiting tools in existence. When a clinician attends and thinks they want to work here, they have already self-selected as a potential hire. Brandon is clear: one well-designed in-person event is worth ten digital ones.
Third, build a network of synergy. Cultivate relationships with people in adjacent fields, educators, fellow clinicians, and industry professionals. Tools like LinkedIn are valuable for nurturing your professional network beyond your immediate geography. You do not know who your contacts know.
Fourth, incentivize referrals within your team. Your current staff knows people just like them. Build a structured referral program: Brandon suggests $100 for every interview-worthy referral, and an additional $9,000 if the candidate is hired and stays for 12 months. Unicorns often know other unicorns.
The most important mindset shift is moving from posting when you need someone to always building your candidate community. As LinkedIn Talent Solutions puts it, recruiting should be treated as a core business function, not a reactive event. Build your pond. Breed your fish. And when the time comes to hire, you will already know exactly who belongs in your practice.
