I was recently reading a report by The Adler Group and LinkedIn’s Recruitment Insights team titled “The Job-Seeking Status of the Fully-Employed.”  The whitepaper included a lot of metrics from a survey they conducted in September of 2010 seeking a better understanding of the job seeking behavior of professionals in the U.S. 83% (4,543 people) of the respondents in the survey categorized themselves as “fully employed,” but not “self-employed.”  The whitepaper then made the statement that “this is the group most companies want to target for hiring purposes.”  We’ll pause here because it’s important to note that there wasn’t anything in the study that backed this statement statistically, it was just an assumption on the part of the writers.  An assumption most likely steeped in experience, but an assumption never the less.  It is a popular notion that the fully-employed are the most desirable candidates, and a fact that the unemployed have more difficulty finding work than the already employed, but it’s worth considering, do the fully-employed always make the best candidates?  My experience is that more times that not, but certainly not an absolute.  I’ll let you ponder that question, and we’ll move on to other findings of the study. 1.  Most fully-employed are not actively looking for jobs, but most are “open to discussing opportunities.” 2.  If someone is actively looking, finding them early in their job-seeking process drives up the overall “quality” of candidates. 3.  If you want to target the fully-employed when you recruit, you aren’t going to find them on “static” job boards. 4.  The more active a fully-employed job-seeker, the more “junior” is their tenure. 5.  The vast majority of fully-employed Senior Managers are not actively looking. 6.  Just because someone is fully-employed, and says they are not looking, that does NOT mean they are completely satisfied with their job. The predominant message in this piece was, if you want to recruit the fully-employed, passive-seeker then you need to adjust your recruiting strategies in order to target those professionals (and be aware that most of the solutions out there primarily attract the active job-seeker and unemployed).  “With 60% of the fully-employed professional workforce either “tiptoers” or “explorers,” most corporate recruiting departments need to focus on ways to proactively influence and convert these harder to reach candidates.” Does that messaging ring a bell?  Since 2008, Local Eye Site (LES) has been committed to and executing upon a strategy that gives employers in the eye care industry a very easy way to recruit both the active and passive, employed and unemployed eye care professional.  Jobs posted to LES primarily reside on localeyesite.com, and we get our fair share of the active job-seeking eye care professionals to our site.  However, what LES provides beyond your posting on localeyesite.com is what truly sets up apart. The LES Power Network is a collection of industry publications, websites and associations that receive, display and promote a feed of LES’ customer jobs after they are posted on LES.  In addition to representing the industry’s largest audience of ECPs, what makes our Power Network uniquely powerful is that your job is served to ECPs in the places they already congregate for education, information, communication and to stay abreast of industry happenings.  The result, you guessed it, is that LES serves your job to a large audience of the passive and active, employed and unemployed ECPs. All you have to do is post your job on localeyesite.com.  We take care of the rest. The LES Power Network includes career pages on ATPO/JCAHPO, ASORN, Review of Ophthalmology, Review of Optometry, 20/20 Magazine, Vision Monday Magazine, SightNation, Review of Optometric Business, and more.