Uncovering the Challenges in Attracting Talent: A Company Perspective

Dear Hiring Managers,

After contacting and speaking with hundreds of audiologists and hearing aid specialists this past year we've discovered some revealing trends.

1. A predominant reluctance to relocate by candidates. Why? People can't sell a house in this market (compare May's new housing sales report: 33% decline in new housing sales. The lowest on record since the 1960's).
2. Apprehension to switch jobs in a recession. Job security is a stronger driver than a "new" opportunity/career move.
3. Hearing aid sales in private practice offices still remain stagnate nationally which discourages providers to switch jobs to experience the "same thing".

What are the Drivers of Engagement for Hearing Professionals?
According to the Hearing Review's Dispenser Survey 2006, 56% of dispensing audiologists (DA) are female while 42% are male. In contrast 19% of hearing instrument specialists (HIS) are female and 81% are male.
Ramifications:
1. Female DAs are less likely to change jobs for money (as the sole driver). Other drivers of engagement (DOE) must be present such as quality of life, commute, team environment, personal development/training/recognition and flexibility (flexible schedules/hours). Additionally, they are less likely to take heavy travel assignments where they are away from home two nights or more per week especially if they are married with children. If they are not the primary bread winner in the home these factors carry even more weight. If they are the owners of a practice, the willingness to consider changing jobs or going to work for another employer is even less (excluding the desire to sell the practice for retirement, career change or to escape "ownership headaches").
2. Male DAs may be even more entrenched. Many own their own practices and will be just as reluctant to consider other "opportunities" as with female DAs. Many will be the primary bread winner which in this economic climate trends toward job security over potential career advancement/job change/disruption-they remain risk adverse. Combine this perception with the inability/difficulty of selling a home and you have candidates that are staying put-no matter the additional income potential. While money, responsiblities/'titles' (advancement, status, etc.) tend to influence this demographic more, the underlying systemic issues are still firmly in place.

What can employers do?
First, employers need to begin designing employment packages that meet candidate's drivers of engagement (which are unique to each demographic). The search for talent and the process of recruiting new talent to the organization must be the full-time job of the President (executive level of the organization). Company longevity, profitability, growth/expansion all under the context of job security must be promoted in order to attract today's skeptical and skittish candidates (for good reason). Quality of life and flexibility aspects must be part of any job description (especially in the case of female DA's). These need to be highlighted in job postings. Job sharing arrangements, child care benefits, flexible schedules, multiple part-time employee teams, working remotely, will all be key DOEs in this climate.

The Search for new Talent:
Companies should consider looking at recent retirees on contract or temporary/p/t work engagements. These candidates have years of experience and are a cost-effective way to bring critical practice management/sales/marketing competencies to a younger work force. Many don't want to work full time, many don't need full health benefits and overall are ideal consultants to develop and implement private practice clinics. They can also play a vital role for patient care/provider vacancies until a permanent replacement is found. The next challenge/initiative will need to develop a strategy that attracts students (Associates Degree level and up) with a marketing campaign that educates them on the benefits of becoming a hearing aid professional.

These are just a few of the things on our radar.

Best Regards,

Tom Northey, COO Bridgeline Associates
tom@bridgeline.org (email)