Category: Attracting Candidates
-
How AI is Really Shaping the Future...
Continue ReadingThe media often discusses how artificial intelligence (AI) might make many jobs redundant, but should recruiters fear this technological shift? Or can humans and machines work together to create a more effective recruitment industry?
What AI is Good At
“AI won’t replace the recruitment industry,” says one industry leader. “But companies are increasingly seeking innovative technology to speed up the process.”
Today, one of the most common uses of AI in recruitment is matching skills listed in CVs with those required for a role. For example, if “accounts payable” appears in both a job requirement and a resumé, AI can quickly identify and shortlist the candidate. Five years ago, this task would have required a consultant to manually read each resumé.
Without filtering tools, recruiters would be overwhelmed by applications. However, technology has also made it easier for candidates to apply to multiple jobs with minimal effort, often resulting in unsuitable applications. This is where AI can help by streamlining the screening process.
AI also excels in sourcing passive candidates. Tools that use machine learning can identify individuals who may not be actively job-hunting but have been in their current roles long enough to consider a change.
Rise of the Bots
Bots, or automated web tools, play a growing role in recruitment. Career page bots or those on recruitment websites are particularly useful for answering candidate queries.
“I could spend all day responding to these questions,” one recruiter notes. Bots provide instant responses, saving valuable time.
Additionally, bots can:
Help candidates self-assess their suitability for a role, reducing irrelevant applications.
Encourage hesitant candidates to apply, even if they feel underqualified.
Suggest alternative roles or opportunities for candidates to submit CVs for future consideration.
This approach enables recruiters to build a talent pool for long-term hiring
The Human Touch
“Recruiters and clients value meeting candidates in person,” explains one recruitment expert. “Soft skills like empathy, sense of humour, temperament, energy, and creativity are crucial, and AI cannot assess these.”
Cultural fit remains vital, as machines cannot evaluate how a candidate’s personal attributes align with a workplace’s culture. AI might miss details such as promotions or personal projects that demonstrate initiative and growth.
While AI can take over many administrative tasks, recruiters should be cautious about relying entirely on automation. For example, automatic reference checks often lack the nuance needed to explore deeper insights.
The Future of AI in Recruitment
In the future, AI could enhance the recruitment process by focusing more on client needs and defining what success looks like in a role. With tools to assess and measure success, organisations can maximise recruitment efficiency and reduce hiring risks.
Automation is especially effective for bulk screening of applications for low-skilled roles, where machines can complete shortlisting in hours rather than weeks. However, for higher-level roles, human judgment remains essential.
Keeping it Simple
As AI and technology continue to develop, the role of recruiters will evolve. Instead of focusing on administrative tasks, recruiters will act as coaches, mentors, and advisors.
“Our role will become more about guiding candidates to craft their stories and enhancing their journey,” notes one expert.
By offering constructive feedback to unsuccessful candidates, recruiters can turn rejection into a learning opportunity. “If 99 per cent of the time we’re saying ‘no,’ we should use that as a chance to provide value. This approach will benefit the entire industry.”
AI and recruiters working together have the potential to revolutionise the hiring process. By automating repetitive tasks and focusing on the human aspects of recruitment, the industry can become more efficient, effective, and empathetic.
Tag
For Recruiters
-
Australia’s Highest-Paying Jobs in Healthcare & Medical:...
Continue ReadingAustralia’s Highest-Paying Jobs in Healthcare & Medical: 2024 vs. 2023
As the cost of living rises, competitive salaries are becoming a major factor in attracting and retaining top talent. For healthcare and medical professionals, this holds particularly true, with many of the sector’s roles commanding some of the highest salaries in Australia. But how does your offer compare?
Below is a snapshot of the highest-paying roles in healthcare and medical, based on recent data.
Top 20 Highest-Paying Roles in Healthcare & Medical
Rank Role Type Average Salary Salary Growth 1Psychiatrist$236,0557%2General Practitioner$232,4500%3Staff Specialist$222,5038%4Director of Nursing$149,8739%5Facilities Manager$146,8678%6Registrar$145,17612%7Nurse Practitioner$141,3764%8Sonographer$130,4092%9Nurse Consultant$128,2907%10Unit Manager$124,1523%11Nurse Manager$124,1316%12Program Manager$120,9880%13Pharmacist Manager$120,0889%14Project Manager$119,9584%15Clinical Manager$119,6606%16Care Manager$118,6579%17Health Manager$116,957-2%18Hygienist$115,5785%19Clinical Lead$113,3314%20Speech Pathology Team Leader$113,1218%Key Insights from the Data
-
Psychiatrists lead the pack with an average annual salary of $236,055, reflecting the high demand for mental health professionals.
-
General Practitioners remain among the highest earners at $232,450, demonstrating their essential role in Australia’s healthcare system.
-
Registrars saw the most significant salary growth at 12%, indicating increasing demand for these pivotal training positions.
-
Leadership roles such as Director of Nursing and Facilities Manager showcase competitive salaries above $140,000, alongside consistent growth in remuneration.
What Does This Mean for Employers?
To attract and retain top talent in healthcare, competitive remuneration is crucial. Offering clear career progression, additional benefits, and professional development opportunities can help differentiate your organisation from others in the market.
By aligning salary packages with industry standards and addressing evolving employee priorities, employers can ensure they remain competitive in a challenging recruitment landscape.
Source: Based on independent data in association with AusDoc, capturing full-time salaries listed from April to June 2024 compared to the same period in 2023. Contract roles are excluded.
Tag
Salary and Benefits
-
-
Embracing Skills-Based Hiring To Find The Best-Match
Continue ReadingHiring is about finding the right person for the job. While skills have always been important, skills-based hiring is emerging as a method to discover high-quality talent that meets the practical needs of a role. By shifting the focus from background to capability, this approach can reduce biases and identify candidates who are a great fit. However, it requires a change in mindset, processes, and technology.
What is Skills-Based Hiring?
Skills-based hiring evaluates a candidate’s abilities in relation to the specific needs of a role, prioritising these over traditional criteria such as education and years of experience. This includes both technical (hard) skills and interpersonal (soft) skills.
Certain industries already use skills-based methods. For example, orchestras hold blind auditions to remove bias, ensuring the best musicians are selected. Chefs often undertake practical trials, and professional roles increasingly include take-home assessments. However, even in these cases, candidates are often initially screened using traditional methods, like resumés that highlight qualifications and work experience.
Evolving the Skills Discussion
The concept of assessing skills isn’t new. Decades ago, terms like knowledge, skills, and attributes (KSAs) or competencies were used, but today it is more common to refer simply to “skills.” One expert explains that skills represent a person’s ability to perform tasks and responsibilities effectively.
For example, hiring managers should not just look for someone with a “project manager” title but someone who can perform the specific tasks required for the role, such as managing budgets, timelines, or systems. Similarly, someone without the official title but with proven capabilities in those areas may also be an excellent fit.
Skills can be thought of as a form of currency. Some skills have clear, established values, while others may be newer and harder to quantify. Advances in technology, including AI and Human Capital Management (HCM) platforms, are helping organisations map and manage skills effectively. These tools can create unified skills frameworks, enabling structured and even automated hiring processes that focus on what candidates can do.
A New Lens for Hiring
While skills-based hiring isn’t new, it has become more critical as candidate pools shrink. One talent acquisition professional notes that skill shortages in certain industries have forced organisations to rethink their approach.
“Roles remain unfilled because the talent pool isn’t large enough. Skills-based hiring helps broaden the candidate pool by focusing on what candidates can learn and achieve rather than just where they’ve worked or studied,” they explain.
Organisations adopting this approach often see benefits like reduced turnover, higher productivity, and increased diversity. Traditional hiring methods can be too rigid, focusing on years of experience or specific employers, which may exclude highly capable candidates. By recognising transferable skills and providing training, organisations can address skill gaps while creating a supportive environment for employee growth.
However, it’s important to recognise the limitations of skills-based hiring. Some roles require specific certifications or qualifications due to industry or regulatory standards. Understanding these boundaries ensures the approach remains effective and compliant.
Getting Started with Skills-Based Hiring
Transitioning to skills-based hiring doesn’t require a complete overhaul. Here are some practical steps to begin:
1. Skills Mapping: Identify the core, strategic, and essential skills needed for your organisation. Define what’s critical for success and create a concise list.
2. Start Small: Begin with one role or department and test the approach. Learn from the process and refine it over time.
3. Simplify the Process: Avoid overcomplicating your skills framework. Focus on the most important capabilities to prevent confusion for both candidates and hiring teams.
4. Leverage Existing Programs: Many organisations already use skills-focused approaches in internships, apprenticeships, or graduate programs. Build on these successes to expand the practice to other areas.
5. Incorporate Technology: Use tools and platforms to identify, map, and manage skills efficiently. This can streamline hiring processes and improve outcomes.
Final Thoughts
Skills-based hiring is a valuable approach that prioritises what truly matters: a candidate’s ability to do the job. By shifting focus from traditional criteria to skills, organisations can unlock new talent pools, address skill shortages, and create a more dynamic and inclusive workforce. Starting small and iterating allows organisations to explore this approach effectively, ensuring it meets their unique needs while preparing them for the future of work.
Tag
Talent Acquisition
-
Why an EVP is the Secret to...
Continue ReadingIn today’s competitive job market, a compelling Employee Value Proposition (EVP) can set your organisation apart from the competition. Here, we explore what makes a strong EVP and how it helps attract and retain the right talent for your team.
What is an EVP?
An EVP represents the relationship between employer and employee. One HR professional describes it as “a mutual exchange where employees contribute to organisational success, and in return, the EVP outlines what’s in it for them.”
An EVP encompasses everything a business offers to attract and retain employees, including pay, perks, culture, career development, benefits, and rewards. It’s also a way for organisations to stand out in a crowded marketplace.
The Secret to a Strong EVP
A strong EVP should be research-driven and align with your company’s strategic goals. Involving employees in the development process is crucial—gather feedback, hold one-on-one meetings, and use these insights to introduce meaningful initiatives.
Unlike employer branding, which focuses on external perception, an EVP is an internal tool that highlights what makes your organisation unique and answers the employee’s questions: “What’s in it for me, and what do I need to do in return?”
A well-rounded EVP goes beyond superficial perks. It enhances employees’ lives, helps them grow, and fosters a high-performing culture by instilling a sense of purpose and value within the organisation.
How to Promote Your EVP
Your EVP should be integrated into all aspects of your organisation’s communication and tied to your overall brand identity. Key touchpoints include:
Recruitment: Embed your EVP into conversations during the hiring process.
Onboarding: Introduce EVP elements in employment packs and induction sessions.
Ongoing Engagement: Highlight initiatives and successes to keep staff motivated and reduce turnover.
Offboarding: Use EVP messaging during exit processes to leave a positive lasting impression.
How an EVP Attracts Top Talent
A compelling EVP gives your organisation a competitive edge, particularly when candidates are weighing multiple offers. Research suggests that candidates are drawn to companies where they feel valued, developed, and rewarded.
Modern job seekers are increasingly looking for organisations whose goals and values align with their own. By presenting a clear and compelling EVP, you differentiate your organisation and create a connection before candidates even apply.
An EVP not only attracts new talent but also strengthens relationships with current employees. It helps them understand their role in the broader picture and how they contribute to the organisation’s success.
Final Thoughts
A strong EVP is a cornerstone of a successful people strategy. By hiring top talent, fostering a high-performing culture, and supporting employee development and wellbeing, organisations can ensure their teams feel valued and rewarded. This combination of mutual benefit and shared purpose is key to standing out in a competitive job market and building lasting success.
Tag
Employer Branding
-
How to Remove Bias from Job Ads:...
Continue ReadingHow to Remove Bias from Job Ads: A Guide for Recruiters in Healthcare
Who is the best person for the job? You may already have an idea before writing your job ad, even if you’re unaware of it. This unconscious bias can unintentionally filter through and influence your potential candidates.
Bias refers to a disproportionate inclination for or against a person or idea, often unconscious, and rooted in stereotypes or assumptions we may not even realise we hold. As recruiters of medical professionals, it’s essential to ensure that your job ads promote inclusivity and reflect your commitment to a diverse workforce.
Here are five actionable tips to help remove bias from your job ads and attract a wider range of talented candidates.
1. Write for the Role, Not for the ‘Ideal’ Candidate
Job ads often cater to stereotypes—for example, healthcare roles are sometimes seen as more suited to women. To avoid this, focus on the actual requirements of the position rather than preconceived ideas about the candidate.
“Before writing your ad, get specific about what the role truly requires,” says Nicola Laver. For instance, if you’re hiring for a medical receptionist role, consider whether someone with a disability, such as being in a wheelchair, can perform the duties. Ensure the language in your ad doesn’t unintentionally exclude them.
2. Prioritise the Candidate’s Viewpoint
Research shows that job seekers prefer ads with clear, direct, and simple language. Avoid organisational jargon that may disadvantage candidates unfamiliar with your specific vocabulary.
Similarly, terms like ‘quirky’ or ‘fun’ can alienate neurodiverse candidates or those who are introverted. Instead, be specific about your organisation’s culture and workplace environment to resonate with a broader audience.
3. Keep It Concise
Overloading a job ad with selection criteria can deter potential candidates, particularly women, who are less likely to apply unless they meet all the criteria. Research shows that keeping the list of requirements to six or fewer increases the likelihood of attracting a diverse and qualified talent pool.
Focus on the essential skills and qualifications needed to succeed in the role, rather than listing every possible attribute.
4. Choose Your Language Thoughtfully
Certain words in job ads can subconsciously appeal more to men or women. For example, terms like ‘competitive’ or ‘assertive’ often attract men, while words like ‘support’ or ‘dedicated’ tend to resonate with women. Strive for a balance in your language or adjust it to attract underrepresented groups.
Examples of masculine words: independent, lead, competitive, analytical.
Examples of feminine words: responsible, connect, conscientious, sociable.
If addressing a gender imbalance in your team, consider leaning more heavily on feminine-coded words without sacrificing clarity about the role’s requirements.
5. Reassess Your ‘Wishlist’
Examine whether all criteria in your job ad are truly necessary. For example, does the role genuinely require a Master’s degree or local residency, or are these preferences rooted in convenience or assumptions?
“There is a tendency to write job ads for ‘people like us,’” says Laver. Reassessing your requirements ensures you’re not unintentionally excluding capable candidates who could excel in the role.
Final Thoughts
Writing an inclusive job ad is about considering the entire candidate marketplace, including Indigenous Australians, people with disabilities, and members of the LGBTIQ+ community. When you remove bias, you broaden your talent pool and signal that your organisation welcomes diverse perspectives and talents.
By focusing on the requirements of the role and crafting clear, inclusive ads, you can attract high-quality medical professionals who bring unique strengths to your team.
Tag
Job Ad Writing
-
Are You Reaching the Right Medical Professionals...
Continue ReadingAre You Reaching the Right Medical Professionals with Your Job Ad?
A well-crafted job advertisement should act as a magnet for top talent. If you’re advertising for healthcare roles, there are some simple yet effective steps you can take to enhance your job ad and attract the ideal medical professional.
Each part of a job ad should captivate candidates, particularly in a competitive healthcare job market, where individuals weigh many factors before deciding to apply. Below are ways to improve your job ad and draw in the best candidates.
Use an Effective Job Title
Accurately labelling the role is crucial to attracting the right candidates.
Your job title must be clear and aligned with the medical industry. Avoid using jargon, internal titles, or unnecessary buzzwords. Keep it simple and relevant to what your target audience is searching for. For example, instead of writing “Health Care Guru,” stick to “General Practitioner” or “Registered Nurse.”
Think like a candidate when crafting the job title, using terms they are most likely to search for.
Spend Time on the Summary
The job summary is the first point of contact between candidates and your ad. This is why it’s crucial to ensure the summary grabs attention, as it will appear in search results.
Candidates often skim summaries, especially when searching on mobile devices. To capture their attention, the summary should be concise, well-structured, and easy to read. Include specific, relevant information such as location, primary responsibilities, and key benefits that your role offers. Instead of using generic phrases like “great work-life balance,” highlight specific perks such as flexible work hours or opportunities for remote consultations.
Appeal to Your Ideal Candidates
Understanding what attracts healthcare professionals at various levels is key to writing an engaging job ad. Candidates’ preferences can differ based on their specialisation, experience, and location. Highlight elements in the ad that matter most to the specific role.
For example, flexibility in working hours might appeal to general practitioners, while career development opportunities may be more important to junior doctors or specialists.
Show Them the Salary
One aspect often overlooked in job ads is salary, but it is something highly important to candidates. Transparency around salary or a salary range can significantly boost engagement. Ads that display salary details are known to attract more applicants, so it’s worth including this information upfront.
If the salary isn’t highly competitive, consider mentioning other benefits such as professional development opportunities, flexible working conditions, or additional leave entitlements.
Choose the Right Classification
Ensure that the job is classified correctly within the healthcare sector. This will help your ad reach the right audience. Using widely recognised job titles and classifications relevant to the healthcare field will improve the ad’s visibility to the most suitable candidates.
If the salary isn’t highly competitive, consider mentioning other benefits such as professional development opportunities, flexible working conditions, or additional leave entitlements.
5 Easy Ways to Optimise Your Job Ad for Medical Professionals
- A clear, concise, and relevant job title: Stick to straightforward titles without unnecessary text, buzzwords, or internal terminology.
- Use the summary wisely: Include relevant details such as responsibilities, location, and key benefits.
- Include salary: Salary transparency often leads to higher application rates.
- Format for readability: Use short paragraphs and bolded headings to make your ad easy to read on mobile devices.
- Highlight perks that matter: Focus on benefits such as work-life balance, flexible hours, or support for continuing professional development.
If the salary isn’t highly competitive, consider mentioning other benefits such as professional development opportunities, flexible working conditions, or additional leave entitlements.
Final Thoughts
While making changes to how you write job ads may seem challenging, simple adjustments can have a significant impact. If you’re advertising for healthcare roles now, implementing these strategies will help you optimise your ad and attract the right talent.
Tag
Job Ad Writing
-
What to Consider Before Writing a Job...
Continue ReadingWhat to Consider Before Writing a Job Advertisement for Medical Professionals
A clear, concise, and well-written job advertisement can make a significant difference when hiring a new team member in the healthcare sector.
Before drafting a job description, it’s essential to take three critical steps to ensure you attract the right candidates. Carefully considering the skills required, distinguishing must-haves from nice-to-haves, and determining a suitable salary range will help you craft a job ad that resonates with medical professionals.
Here’s what to consider before writing a job advertisement.
1. Identify the Skills You Need
Whether you’re replacing a team member or creating a new position, begin by assessing your healthcare facility’s needs and ensuring the role aligns with its objectives.
Clearly define the role and what successful performance looks like. You might be looking to enhance patient care, introduce a new medical specialty, or distribute the workload more efficiently as your practice grows.
Identify both the core skills and competencies required for the role. These can be divided into two main categories: hard skills (such as medical expertise, technical abilities, or procedural knowledge) and soft skills (such as communication, teamwork, leadership, and empathy, which are crucial for healthcare professionals).
A skills gap analysis can also be helpful. Highlight the skills your current team already possesses and identify those missing. This approach will help you assess applicants based on their abilities and competencies rather than just their qualifications and experience. This method has been shown to increase the quality of hires, broaden the talent pool, and improve retention rates.
2. Decide on the Must-Haves
When recruiting, narrowing the criteria too much can limit your options. It’s important to determine which skills are essential and where you can be more flexible.
In the medical profession, qualifications are often non-negotiable, especially for roles requiring specific certifications or registrations (e.g., general practitioners, surgeons, or anaesthetists). However, within the scope of those qualifications, focusing on practical skills and relevant experience may be more valuable than additional degrees or accolades.
For example, a doctor may need to be registered with the Australian Medical Board, but beyond that, their hands-on experience in a particular specialty, communication skills, and ability to work in multidisciplinary teams might be more critical than additional academic qualifications.
3. Settle on a Salary and Benefits
Just as salary is crucial for candidates seeking a new role, it’s equally important for healthcare employers to offer competitive compensation that attracts the best talent.
When determining a salary range, it’s useful to conduct thorough wage research. Look at market surveys for similar positions within the healthcare sector and consider the current demand for medical professionals in your area.
Additionally, perks and benefits are often just as important as salary—sometimes even more so. Flexibility around work hours, options for remote consultations, and support for continuing professional development are highly valued by healthcare professionals. Mental health and work-life balance are particularly significant, and offering perks that support these areas can make your role more attractive to candidates.
Final Thoughts
Before drafting your job ad, think about the essential skills your team needs, where you can be flexible, and the salary and perks you’re willing to offer. Taking the time to work through these factors will simplify the writing process and help you attract the right medical professional for your team.
Tag
Job Ad Writing
-
Empowering People Managers to Cultivate Belonging
Continue ReadingIn the medical field, fostering a sense of belonging is essential for attracting and retaining top talent. Australian doctors, medical professionals, and specialists are looking for workplaces where they feel valued and included. Empowering practice owners and managers to cultivate belonging within their teams can lead to higher job satisfaction, improved retention, better patient care, and a more cohesive work environment.
According to the 2021 AusDoc.JOBS study, 62% of job seekers value an inclusive work environment. Here are key strategies to help managers achieve this, based on the latest insights and data.
Setting the Tone from the Top
Leadership Commitment: Cultivating a sense of belonging starts with a commitment from the highest levels of leadership. When leaders prioritise diversity and inclusion, it sets a standard for the entire organisation. Ensure that your leadership team actively promotes these values and integrates them into the organisational culture.
Visible Actions: Leaders should demonstrate their commitment through visible actions, such as participating in diversity and inclusion initiatives, celebrating cultural events, and addressing issues of bias and inequality promptly and transparently.
Education and Training
Diversity Training: Implement comprehensive diversity and inclusion training for all employees, especially managers. This training should cover topics such as unconscious bias, cultural competence, and inclusive leadership.
Continuous Learning: Encourage ongoing education and awareness. Provide access to resources, workshops, and seminars that keep diversity and inclusion at the forefront of managers’ minds.
Targeted Support
Mentorship Programs: Establish mentorship programs that pair experienced doctors and other employees with newer team members. This not only supports professional development but also fosters a sense of belonging and community within the organisation.
Employee Resource Groups: Support the creation of employee resource groups (ERGs) where individuals with shared backgrounds or interests can connect. These groups provide a platform for employees to share experiences and support each other, enhancing the feeling of belonging.
Supporting Managers
Provide Tools and Resources: Equip managers with the tools and resources they need to foster an inclusive environment. This can include guides on inclusive hiring practices, templates for conducting inclusive meetings, and checklists for creating welcoming workspaces.
Encourage Open Communication: Foster a culture where open communication is encouraged. Managers should regularly check in with their team members, provide constructive feedback, and be open to receiving feedback themselves. This helps build trust and shows that everyone’s voice is valued.
Recognition and Rewards: Recognise and reward managers who excel in promoting diversity and inclusion within their teams. This not only acknowledges their efforts but also sets a positive example for others to follow.
Conclusion
Empowering managers to cultivate a sense of belonging is crucial for creating an inclusive and supportive work environment in the medical field. By setting the tone from the top, providing education and training, offering targeted support, and continuously supporting managers, organisations can foster a culture where everyone feels valued and included.
Implementing these strategies will not only enhance job satisfaction and retention but also improve patient care and organisational success.
Tag
Employer Branding
-
Creating an Effective Recruitment Brief
Continue ReadingIn the highly competitive medical field, attracting top qualified talent requires a well-crafted recruitment brief. This not only helps recruiters understand your needs, but also ensures that you attract the right candidates.
Here, we will take you on a journey through understanding the recruitment brief, detailing its key components, highlighting common mistakes to avoid, and providing tips on refining the brief.
Understanding the Recruitment Brief
A recruitment brief is a document that outlines the requirements, expectations, and details of a vacant position. It serves as a roadmap for recruiters, ensuring they have all the necessary information to find the best candidates. A well-prepared brief can significantly streamline the hiring process, saving time and resources while improving the quality of hires.
Key Components of a Recruitment Brief
Job Title and Department
- Clearly state the job title and the department where the position is located. This helps in categorising and targeting the right candidates.
Role Summary
- Provide a concise summary of the role, including its purpose and how it fits within the organisation. This should give candidates a clear idea of what the job entails and its importance.
Key Responsibilities
- List the main responsibilities and duties of the position. Use bullet points for easy readability and to ensure all critical aspects are covered.
Required Qualifications and Skills
- Specify the essential qualifications, skills, and experience needed for the role. This helps filter out unqualified candidates early in the process.
Preferred Qualifications and Skills
- Mention any additional qualifications and skills that would be beneficial but are not mandatory. This can help identify candidates who bring extra value to the position.
Work Environment and Culture
- Describe the work environment and organisational culture. This helps candidates assess if they would be a good fit within the team and the broader organisation.
Salary and Benefits
- Provide information on the salary range and any additional benefits. According to the Annual AusDoc.JOBS job seeker study, 78.2% of respondents consider salary and billing percentage important.
- However, don’t forget to mention other benefits such as flexible days and hours, additional paid training, sign-on bonus or other motivating offers.
Location
- Clearly state the location of the job, and whether it’s in a major city, coastal area, or rural location. The Annual AusDoc.JOBS job seeker study reveals that 60.2% of respondents work in major capital cities.
- Include information about the workplace setting such as it being in a hospital, GP owned medical practice or other type.
Application Process
- Outline the steps candidates need to follow to apply. Include important dates, contact information, and any specific documents required.
Common Mistakes to Avoid
Vague Descriptions
- Avoid vague or generic descriptions. Be specific about the responsibilities and requirements to attract the right candidates.
Overly Long or Short Briefs
- Ensure the brief is comprehensive but concise. Overly long briefs can overwhelm candidates, while overly short briefs may lack essential details.
Neglecting Culture Fit
- Don’t ignore the importance of cultural fit. Include information about the organisational culture to help candidates assess if they align with your values.
Unclear Salary Information
- Be transparent about salary and benefits. Ambiguity in compensation can deter potential applicants.
Tips on Refining the Brief
Consult with Stakeholders
- Involve key stakeholders in creating the recruitment brief. This ensures all perspectives are considered and the brief accurately reflects the role’s requirements.
Use Clear and Simple Language
- Avoid jargon and use clear, simple language. This makes the brief accessible to a broader audience and ensures candidates understand the role.
Regularly Update the Brief
- Keep the recruitment brief up to date. Regularly review and revise it to reflect any changes in the role or organisational needs.
Include a Call to Action
- End the brief with a strong call to action, encouraging qualified candidates to apply. Provide clear instructions on the next steps.
Conclusion
Creating an effective recruitment brief is crucial for attracting the right candidates in the medical field. By understanding the components of a recruitment brief, avoiding common mistakes, and refining the brief with clear and comprehensive details, you can streamline the hiring process and ensure you attract top-tier talent. Implement these strategies to enhance your recruitment efforts and build a strong, capable team.
Tag
Talent Acquisition
-
Beyond Salary: 10 Valued Aspects that Keep...
Continue ReadingBeyond Salary: 10 Valued Aspects that Keep Employees Engaged
In the medical field, retaining top talent goes beyond just offering competitive salaries. While straight dollar remuneration is crucial, there are several other factors that significantly contribute to employee engagement and satisfaction.
Here are ten valued aspects that keep employees engaged, supported by the latest insights from the Annual AusDoc.JOBS job seeker study.
1. Career Development Opportunities
Continuous Learning: Medical professionals highly value opportunities for career growth and skill development. Offering regular training sessions, workshops, and opportunities for further education can significantly boost engagement. The Annual AusDoc.JOBS job seeker study found that 36% of respondents prioritise opportunities to grow personally and learn new skills when choosing a job.
2. Flexible Working Conditions
Work-Life Balance: Flexibility in working hours and the ability to work part-time or from home (e.g. Telehealth services) are increasingly important. Over 60% of respondents highlighted the importance of flexibility in their job criteria. This aspect is particularly vital for younger doctors and those with families.
3. Positive Work Environment
Supportive Culture: A supportive and inclusive work environment fosters job satisfaction. Nearly 22% of GPs in the survey cited a family-friendly workplace as a significant factor for staying engaged. Creating a culture that values and supports employees’ well-being can lead to higher retention rates.
4. Recognition and Appreciation
Acknowledging Contributions: Employees who feel recognised for their hard work are more likely to stay engaged. In the Annual AusDoc.JOBS job seeker study, 22% of GPs in corporate practices reported feeling underappreciated, compared to 15% in non-corporate practices. Regularly acknowledging and rewarding employees’ contributions can enhance their commitment to the organisation.
5. Competitive Benefits
Beyond Salary: Offering comprehensive benefits packages, including health insurance, paid leave, and retirement plans, can significantly impact employee satisfaction. The Annual AusDoc.JOBS job seeker study revealed that additional super contributions and paid parental leave are important to many GPs.
6. Autonomy and Empowerment
Control Over Work: Allowing employees to have a say in their work processes and decisions can foster a sense of ownership and responsibility. Empowering medical professionals to make decisions about patient care and practice management can lead to higher engagement.
7. Job Security
Stable Employment: Job security is less of a concern in the current market, with less than 5% of respondents moving due to organisational instability. However, ensuring a stable and secure employment environment remains a fundamental aspect of employee engagement.
8. Meaningful Work
Purpose and Impact: Medical professionals are driven by the impact of their work. Ensuring that employees understand the significance of their roles and how they contribute to the greater good can enhance job satisfaction and engagement.
9. Work Environment and Resources
Adequate Resources: Providing the necessary tools and resources for employees to perform their jobs effectively is crucial. Nearly 18% of respondents expressed concerns about working with outdated tools. Ensuring that your practice is equipped with up-to-date technology and resources can enhance productivity and satisfaction.
10. Clear Communication and Transparency
Open Communication: Maintaining transparent and open lines of communication between management and staff can build trust and engagement. Employees appreciate being kept informed about organisational changes, policies, and their impact on their roles.
Conclusion
While salary is a key factor in retaining medical professionals, there are numerous other aspects that significantly influence employee engagement and satisfaction. By focusing on career development, flexible working conditions, a supportive work environment, and recognising employees’ contributions, medical job recruiters can create a more engaging and fulfilling workplace. Implementing these strategies not only helps retain top talent but also enhances the overall quality of care provided to patients.
Tag
Salary and Benefits
