Category: For Recruiters
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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.
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For Recruiters
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Recruiters: Navigating Salary Discussions Successfully
Continue ReadingNavigating salary discussions is a crucial aspect of the recruitment process, especially in the competitive field of healthcare. Understanding the significance of salary, initiating discussions effectively, and exploring alternative perks are essential for successful recruitment and retention. Here are some key strategies for Australian medical recruiters.
Understanding the Significance of Salary
Salary is a fundamental factor in job satisfaction and retention. According to the Annual AusDoc.JOBS Job Seeker Study, salary and billing percentage are the most critical compensation aspects for healthcare professionals, with 78.22% of respondents highlighting its importance. Competitive compensation not only attracts top talent but also helps retain them by meeting their financial expectations and career aspirations (The Medicus Firm) .
Initiating Salary Discussions with Candidates
Initiating salary discussions can be challenging, but transparency and preparation are key. Start the conversation by understanding the candidate’s current salary and expectations. Clearly outline the salary range for the position early in the recruitment process to avoid any misunderstandings later. This approach builds trust and sets clear expectations from the beginning (LinkedIn Business) (The Medicus Firm) .
Assessing Candidate Expectations
To effectively assess candidate expectations, recruiters need to understand the market rates and the candidate’s value. The Annual JOBS Survey indicates that 60.63% of candidates negotiate their offers, highlighting the importance of understanding and aligning with their expectations. Regularly review market salary trends and be prepared to justify the offered compensation based on the candidate’s experience, skills, and market standards (Jake Jorgovan) .
Exploring Alternative Perks
When salary constraints exist, exploring alternative perks can make a significant difference. Flexible work arrangements, professional development opportunities, and comprehensive benefits packages can enhance job satisfaction and attract candidates. For instance, the McKinsey report suggests investing in continuous education and training programs as a way to retain top talent (McKinsey & Company) . The Annual AusDoc.JOBS study also highlights the importance of benefits such as flexible scheduling and additional paid leave.
Engaging with Hiring Managers
Effective communication with hiring managers is essential to navigate salary discussions successfully. Ensure that hiring managers are aware of the market rates and the importance of competitive compensation. Collaborate with them to understand the budget constraints and explore creative solutions to meet candidate expectations. Providing hiring managers with data on market trends and candidate expectations can help them make informed decisions (LinkedIn Business) .
Navigating Salary Constraints
When facing salary constraints, it is important to focus on the overall value proposition of the role. Emphasise the non-monetary benefits and the opportunities for career growth within the organisation. Highlight the supportive work environment, the potential for professional development, and the organisation’s commitment to employee well-being. These factors can often outweigh the limitations of the salary package and make the role more attractive to candidates (Jake Jorgovan) (The Medicus Firm) .
In conclusion, navigating salary discussions successfully requires a combination of market knowledge, effective communication, and creative solutions. By understanding the significance of salary, initiating transparent discussions, assessing expectations, exploring alternative perks, engaging with hiring managers, and navigating constraints, recruiters can effectively attract and retain top medical talent in Australia.
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For Recruiters
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Recruiters: Strategies to Retain Your Top Candidates
Continue ReadingIn the competitive landscape of healthcare recruitment, retaining top talent is as crucial as attracting them. For Australian medical recruiters, the following strategies can enhance retention rates, ensuring that the best doctors, medical professionals, and specialists remain within their organisations.
1. Offer Competitive Compensation and Benefits
A strong compensation package is foundational. Ensure that salaries and benefits are competitive with industry standards. Transparency in these packages is also essential to build trust. Beyond salary, consider offering comprehensive benefits such as flexible scheduling, remote work opportunities, and robust professional development programs. These benefits are particularly attractive as they address the growing demand for work-life balance and continuous learning opportunities (Jake Jorgovan) (The Medicus Firm) .
2. Foster a Positive Work Environment
Creating a supportive and inclusive work environment is key to retaining top talent. This includes recognising and rewarding employees’ hard work and dedication through formal recognition programs and performance-based bonuses. Encouraging a culture of wellness by providing mental health support, stress management workshops, and fitness facilities can significantly improve job satisfaction and reduce burnout (LinkedIn Business) (Jake Jorgovan) .
3. Implement Flexible Work Policies
Flexible work arrangements have become a significant factor in job satisfaction and retention. Offering options such as remote work, flexible hours, and hybrid work models can make your organisation more attractive. Flexible work policies are especially important to younger generations of doctors who value work-life integration highly (LinkedIn Business) .
4. Streamline the Hiring Process
A cumbersome hiring process can deter top candidates. Simplifying this process not only respects the candidates’ time but also reflects an efficient organisational culture. Use clear and concise job descriptions, streamline the application process, and ensure prompt communication throughout the hiring journey. Additionally, adopting structured interview formats and reducing the number of interview rounds can expedite hiring and improve candidate experience (Jake Jorgovan) .
5. Invest in Professional Development
Providing opportunities for professional growth is crucial for retention. This can include continuous education programs, tuition reimbursement, sponsorship for conferences, and clear career advancement pathways. Investing in your employees’ development demonstrates a commitment to their long-term success, fostering loyalty and reducing turnover (LinkedIn Business) (The Medicus Firm) .
6. Leverage Technology
Integrating technology into your recruitment and retention strategies can enhance efficiency and engagement. Use AI-driven tools for resume screening, video platforms for training and onboarding, and remote collaboration tools to facilitate teamwork. These technologies not only streamline processes but also support a more flexible and dynamic work environment (Jake Jorgovan) (The Medicus Firm) .
7. Promote a Balanced Work-Life Integration
Work-life balance is a significant factor in job satisfaction. Implement policies that support this balance, such as flexible scheduling, telemedicine roles, and family-friendly benefits like on-site childcare and extended parental leave. Addressing work-life balance can help reduce burnout and increase overall job satisfaction (The Medicus Firm) .
8. Build Strong Relationships and Community Engagement
Encouraging community engagement and building strong internal relationships can enhance job satisfaction and retention. This can be achieved through mentorship programs, community health initiatives, and creating opportunities for employees to engage with their communities. These initiatives foster a sense of purpose and connection, which can be highly motivating for healthcare professionals (Jake Jorgovan) (The Medicus Firm) .
By implementing these strategies, recruiters can create a more attractive and supportive environment for their top candidates, improving retention rates and ensuring that their organisations continue to benefit from the best medical talent available.
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Recognising Excellence: Steering Clear of 3 Common...
Continue ReadingRecognising Excellence: Steering Clear of 3 Common Mistakes in Employee Award Nominations
In the medical field, recognising the outstanding contributions of your employees through awards can significantly boost morale and improve retention. Crafting a successful nomination, however, requires careful attention to detail. Here, we explore common nomination missteps to avoid and outline the three Ps of an outstanding submission.
Common Nomination Missteps to Avoid
- Incomplete or Inaccurate Information
Details Matter: One of the most common mistakes is submitting incomplete or inaccurate information. Ensure that all required fields are filled out correctly and that the data provided is accurate. Double-check contact details, dates, and other critical information to avoid disqualification.
Supporting Evidence: Failing to provide sufficient supporting evidence can weaken your nomination. Include relevant documents, testimonials, and case studies that back up your claims and showcase the nominee’s achievements.
- Lack of Clarity and Focus
Clear Narrative: Nominations that lack clarity or are poorly structured can be difficult for judges to assess. Present your information in a clear, logical order. Use headings and bullet points to make the content easily digestible.
Focus on Key Achievements: Avoid overwhelming the judges with too much information. Focus on the most significant achievements and how they align with the award criteria. Highlight specific examples and outcomes to illustrate your points.
- Ignoring Submission Guidelines
Read the Rules: Each award has its own set of guidelines and criteria. Ignoring these can lead to disqualification. Carefully read and follow the submission guidelines, paying attention to word limits, format requirements, and deadlines.
Tailor Your Nomination: Customise your nomination to meet the specific requirements of the award. Generic nominations that do not address the award’s unique criteria are less likely to stand out.
The Three Ps of an Outstanding Submission
- Preparation
Research: Understand the award’s purpose and criteria. Research past winners to gain insights into what makes a successful nomination. Gather all necessary information and documentation well in advance of the deadline.
Planning: Develop a detailed plan for your nomination. Outline the key points you want to cover and identify the supporting evidence you will include. Assign tasks and deadlines to ensure a smooth nomination process.
- Presentation
Professionalism: Ensure that your nomination is professionally presented. Use clear and concise language and avoid jargon. Check for spelling and grammar errors to ensure your submission is polished and error-free.
Visual Appeal: Enhance your nomination with visual elements such as charts, graphs, and images. These can help illustrate the nominee’s achievements and make your submission more engaging. Ensure all visual elements are high-quality and relevant.
- Persuasion
Compelling Narrative: Tell a compelling story that highlights the nominee’s achievements and demonstrates why they deserve the award. Use specific examples and quantify successes wherever possible.
Alignment with Criteria: Clearly show how your nomination meets the award criteria. Use the criteria as a framework to structure your submission, ensuring that each point is addressed comprehensively.
Authenticity: Be honest and authentic in your nomination. Exaggerations or false claims can be easily spotted and can harm your credibility. Focus on genuine achievements and successes.
Conclusion
Avoiding common nomination missteps and following the three Ps—Preparation, Presentation, and Persuasion—can significantly enhance your chances of success in employee award nominations. By submitting a clear, focused, and compelling entry, medical employers can effectively recognise and celebrate the outstanding contributions of their staff, thereby fostering a culture of excellence and appreciation.
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We need more GPs in cities, new...
Continue ReadingAustralia is heading for a major shortage of GPs particularly in urban centres, a new report finds.
This is being blamed in part on a government policy that diverts overseas trained doctors away from cities to rural and remote areas.
The report by Deloitte Access Economics forecasts a deficit of 9,298 full-time GPs, nearly one quarter of the workforce, by 2030.
However, the undersupply will be most severe in urban areas, which will be lacking 7,535 full-time GPs, or one-third of the workforce, according to the analysis, commissioned by the medical centre giant, Cornerstone Health.
“There needs to be the right policy settings and incentives in place to encourage doctors to practice in areas of unmet need,” Cornerstone Health CEO and founder Henry Bateman (pictured) writes on a LinkedIn post.
“I’m personally campaigning that we look at policy today – we can’t wait until 2030 to fix this important issue.”
In the report’s forward, Mr Bateman blames limitations on the number of overseas trained doctors permitted to work in urban areas.
“The diversion of overseas trained doctors to rural, remote and regional areas will have unintended consequences for patients’ access to healthcare in urban areas,” he says.
He also argues that a lack of Australian trained graduates is compounding the problem.
The report finds that 68.1% of GP services are currently demanded in urban areas however only 62.4% of GPs are in those areas.
“This will only get worse by 2030 as populations in those areas increase,” Mr Bateman says.
In 2018, the Australian Government launched its Stronger Rural Health Strategy (SRHS), which redirects doctors from metropolitan areas to rural and remote areas.
In a statement, Mr Bateman says it is critical that regulations covering the recruitment of GPs considered the fast-growing populations of outer metropolitan areas, as well as rural and regional Australia.
“A sensible first step would be to modify the Health Workforce Locator, or to reinstate the District of Workforce maps, which ensured that overseas trained doctors were able to practise where they were needed most,” he says.
For the full report, go to Deloitte Access Economics General Practitioner Workforce Report 2019
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Why GPs have the upper hand in...
Continue ReadingWhen it comes to finding a new job, GPs appear to be bucking the trend with the majority landing a new role with relative ease and at least two months earlier on average than other equally ranked professionals, new data suggests.
The inaugural AusDoc.JOBS ‘Job Seeker Study, a survey of 707 Australian based GPs shows that more than half took less than a month to secure their current position while a further quarter took less than three months.
The inaugural AusDoc.JOBS ‘Job Seeker Study, a survey of 707 Australian based GPs shows that more than half took less than a month to secure their current position while a further quarter took less than three months.
As for those at the top of the corporate ladder, it can take anywhere from six months to a year for a CEO to land the top spot, the Indeed survey reveals.
Conversely, GPs are in the enviable position of circumventing both ageism in the workplace and a painful and prolonged job search.
Almost a quarter of those interviewed by ADG for the job seeker study were aged 55-64 and a further 13% aged 65-plus.
Most respondents (60%) applied for just one job before being successfully recruited.
“Overall, practices are so desperate for additional GPs, particularly now as there seems to be a massive shortage where I am, that they would take any GP with a pulse,” says one NSW Central Coast GP who wanted to remain anonymous.
“Practice owners are all very keen for an immediate sign-up.”
Fortunately for practice owners, the data reveal GPs are generally loyal to their employer, preferring long-term tenure to job-hopping, with half of those surveyed reporting they had been in their current role for more than five years.
A further 15% had been working in the same practice for between three and five years.
But if there’s anything that’s going to sway a GP to change jobs, it’s most likely going to be remuneration-based. Like the rest of us, the prospect of more money is particularly alluring and so not surprisingly, a pay increase is the most common reason for looking further afield.
Drilling down further, GPs report that paid training opportunities are important to them (47%), followed by additional paid holiday leave (38%), additional super contributions (32%) and equity/partnership opportunities (27%).
Almost a quarter said they wanted a bonus.
For more information about the AusDoc.JOBS ‘Job Seeker Study, please call 1300 360 126.
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