1. Use custom filters to narrow the talent pool

1.6 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 starting with the following filters for an open role: 

• Discipline: Select the appropriate discipline.
• Specialty: Select the speciality(ies) required for the role.
• License location: Select the state only if the job is in a single (non-compact) state. Otherwise, leave blank.
• Years of experience: Minimum of 2 years (or that which is stated in the job requirements). 
• Has documents: Select yes so you can find candidates who are more prepared. 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.
• Preferred location: 
  • If in a niche city: Enter the actual city.
  • If in a major metro area: Enter the state to cast a wider net.
  • If in a compact state: Consider not using (or adding in neighboring states).
• 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.
• All other filters: We recommend leaving blank.

When screening the profiles in your search results, pay attention to candidates who have filled out their bios. Not only does it give you rich information about the candidate, it also shows the candidate has put in the extra effort and likely has high intent. 

Pro tip: Be sure to also look at a candidate’s last job searches. Job searches are often the most up-to-date indicators of a candidate’s job preferences, so look for searches that line up with your selected filters. Those that do likely indicate a perfect match. Those that don’t will help you weed out candidates—or propose a job more in line with what they’re looking for.