1. Use custom filters to narrow the talent pool

2 million job seekers is more than a pool—it’s an ocean. Cast a manageable net by narrowing it down to about 15 well-matched candidates. To do so, use our customizable filters, located on the left-hand side within the Talent Pool Tab.

As you figure out what works best for you, we recommend focusing on the following filters for an open role: 

• Employment type: Choose between travel, local contract and permanent.
• Discipline: Select the appropriate discipline.
• Specialty: Select the speciality(ies) required for the role. Tick the Search primary specialty only to search only for candidates who’ve listed the selected certification as their primary one.
• Job features
• License location: Select the state only if the job is in a single (non-compact) state. Otherwise, leave blank.
• Home location: If sourcing for local roles, choose the same city as the local contract job.
• Years of experience: Minimum of 2 years (or that which is stated in the job requirements). 
• Certifications: Use when searching for candidates who require a specific certification, such as NBSTA or another allied certification (but keep in mind that this will filter out candidates who may have the certification but have yet to upload it).  
• Has documents: This is a good indicator of profile strength. Documents we collect include: resume, certification, license, diploma and other candidate-uploaded documents relevant to the position.
• Is eligible to receive proposals: True. Vivian optimizes the flow of proposals a candidate can receive so that each proposal is more likely to get a response. If a candidate has received too many proposals, we’ll pause the incoming flow for a few days so they can catch up. Those candidates are marked as false.  
• Recently searched locations: Search for candidates who are actively looking in or around the job’s location.
• Preferred location: As candidates sometimes forget to update their preferred location  as their circumstances evolve, a good rule of thumb when using this filter is to compare the preferred location to the candidates’ recent searches in the results.
• Preferred location: We recommend comparing the preferred locations against recent searches and choosing locations that candidate has searched for recently. 

If candidate has specific cities listed, we recommend trying to stay as close as possible to that location and not expanding the radius > 20 miles

• Target weekly pay: Many candidates have kept salary expectations at Covid levels. We recommend setting weekly pay at the higher range so you don’t miss out on candidates who haven’t updated their preferences but might still consider the role. 
• Shift preference: Select this if the role is a night shift role. Most day nurses won’t consider night roles so you’ll want to filter those candidates out. 
• Open proposals: This tells you the number of proposals a candidate has received in the last 30 days. A high number means a candidate is in serious demand and can take longer to get back to you. We recommend selecting 10 or less.
• Last active: Last 14 days.

Watch our Talent Pool best practices tutorial to learn more.

Pro tip: An easy way to start the candidate search is by using the Filter candidates using job requirements dropdown at the top of the Talent Pool page. This automatically sets employment type, discipline and primary specialty filters in line with the selected job. This, coupled with the Recently searched location filter, is a great way to find qualified candidates who are actively looking for work in the appropriate geographical area.