Secrets To Becoming A Successful Niche Recruiter
Are you a generalist looking to narrow the scope of your practice? Are you ready to take on a more focused recruiting sector? Are you open to the possibility of being a true expert in a high demand market area? If you have said “Yes” to any of these questions, then I invite you to learn the top five secrets of the successful niche recruiter.
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Kevin, you seem too willing to crpoimmose your personal success in order to save a few dollars.First, the cost of recruiters, as I have mentioned in a short post above, is that you get the left-over jobs. The best jobs as well as the good jobs fill very easily before any recruiter is needed and before any recruiter is ever contacted. This is my personal experience looking for a job in Boston and Miami. When recruiters continued to tell me the areas are oversaturated I kept on hearing from my fellow residents and colleagues that they got jobs in those oversaturated areas. Physicians know the attractive hospitals and practices in the area. They feel them out and if a job opens, they are right there and take it. Jobs at Harvard hospitals in Boston never, ever go through recruiters. have you heard recruiters calling you for jobs at Yale, Duke etc? HA!The jobs at the highly successful, moneymaking practices in Boston, Manhattan and Miami never go through recruiters and here I cannot tell you numbers, but I have heard it over and over again in the last 5 years that I have been following this. Other doctors nearby know about these jobs and call the offices and hospitals as soon as there is a rumor or hint. In addition, most of the large attractive cities have medical schools and residency programs and the employers stay in touch with the residency program directors and call them regularly to hire the promising candidates.This is called the hidden market and this hidden market is huge, actually larger than the obvious market. Recruiters do not have access to this market and therefore, those of us who are uniformed enough to trust recruiters, which seems to include you, do not have access to these jobs. Young physicians sadly are often unaware of these facts and are blinded by recruiter marketing and actually believe that the recruiters have not only many jobs but also good jobs .Recruiters overall have the left over jobs.Second, to your cost problem. Yes, the Doctor Job costs a few thousand. That might seem a larger sum to you, but it will be dwarfed by the downsides of recruiter jobs.There is a way of doing this yourself and i have been blogging about the method used by the Doctor Job very very extensively in my blog A Physician on Job Search and Practice . I describe all the details, down to the smallest comma, on how to do it yourself. there is a link to my blog from this website , by the way.And, I have tried it myself and have succeeded. using my method and the Doctor Job method I got multiple offers in oversaturated areas , and I got the really good ones.In defense of the DoctorJob I have to say that doing it yourself may be cheaper, but it also a bit of work. If you have the time, go ahead and do it yourself. If you are pressed for time, the DoctorJob is a great alternative, a great service, a great value.And, I am in no way affiliated with the DoctorJob nor related nor in any other way associated with this company. nevertheless, having run against walls with recruiters to no end and then seeing what the Doctor job is doing and doing it succcessfully myself, i can only recommend their method and applaud their work. The DoctorJob is a phantastic service and method and deserves to be widely known. recruiters are essentially obsolete and the fact that they are still in business is based of the lack of information of candidates, the sad belief that saving a few thousand after residency is of any benefit at all and the fact that there are many, many employers who have suboptimal jobs and have to pay for recruiters to fill them.